Motivating better workplaces

15 Jul 2020

Having a bipartite committee helps improve worker-management relations, as the needs and grievances of workers are handled better. Our work has raised awareness among workers and supervisors and provided opportunities for women to take on leadership roles.


54% of factories have an effective BIPARTITE COMMITTEE

And one-third of factories assessed in 2019 have an effective grievance handling system.

There are more factories showing improvements in social dialogue, through bipartite committees. These committees comprise of representatives from both management and workers, which are also known as Lembaga Kerjasama Bipartit (LKSB).

The number had been growing since the first quarter of the year, and in the second half; 54% of Better Work Indonesia factories had an active and effective bipartite committee, a 48% improvement from cycle 1, i.e. factories enrolled in the first year of the programme to cycle 5 – 14% of them have improved with respect to building social dialogue and in their ability to resolve disputes. On adequate systems to address issues in the workplace, 33% of factories manifested good performance. There were significant improvements by 68% noted in the composition of OSH-related committees in factories from cycle 1 to cycle 5. In addition to the proper formation of OSH committees based on national regulation, many factories have recruited a certified OSH expert.


Our programmes are designed to equip workers and managers with highly relevant skills to meet challenges head on.

Better Work Indonesia views learning as an integrated process that builds a better culture within factories. Our training courses focus on areas related to communication, negotiation and supervisory skills, industrial relations, OSH and harassment prevention. We have also introduced a training on the roadmap approach to compliance that helps factories prioritise their learning needs.

In 2019, these efforts led to an increase in training days on topics related to social dialogue and management systems” a shift that has garnered support from key buyer-partners. Nearly all participants who attended our training workshops and industry seminars view them as useful. 63% of respondents from 146 factories found both of types of programmes useful, while another 26% found them very useful. 56% of respondents found the linkage between advisory, training and industry seminars to be clear.

“We need to ensure that harassment does not happen by creating awareness, conducting training and victim rehabilitation. Dialogue is important, so that workers, employers and governments can work together to support them in developing their capacities.” Elly Rosita Silaban, President of the All-Indonesia Labor Union Confederation (KSBSI)


We provided training on inclusion and sexual harassment prevention.

In 2019, a significant number of factories actively participated on sexual harassment prevention and disability equality training. We integrated this along with the main-streaming of gender and inclusion considerations in our core-service delivery to factories and to fit with an overall strategy of addressing the root causes of inequality — social stigma, misperceptions, business practices and law enforcement.


160 factories attended INDUSTRY SEMINARS.

Significant investments were made in 2019 to build the capacity of factories on management systems.

Our efforts prioritise supporting factory compliance on management systems, social dialogue and inclusion approaches. As such, 160 factories participated in industry
seminars on management systems for OSH, wages and HR. We also made substantial efforts to build the capacity of factories on management systems in a more consistent
and wide-reaching manner. Our ‘Plan Do Check Action (PDCA)’ tool, helps familiarise factories with our management system approach.

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