Making Progress: Solomon Island businesses advance gender equality How the Waka Mere Commitment to Action is benefiting companies and employees September 2018 AN INITIATIVE OF THE PACIFIC PARTNERSHIP IN COLLABORATION WITH ACKNOWLEDGEMENTS This publication was produced by IFC under the overall guidance of Henriette Kolb, Head of IFC’s Gender Secretariat. Table of Contents The report was written by Sarah Twigg, IFC Gender Operations Officer in the Pacific and Emmanouela (Emmy) 1. The Waka Mere Commitment to Action 5 Markoglou, IFC Senior Communications Officer, with contributions from Ruth Jazarr Basi Afia Maetala, IFC Gender Program Coordinator in Solomon Islands and Shabnam 2. The Context 9 Hameed, IFC Gender Operations Officer, under the leadership of Amy Luinstra, IFC Gender Lead in East Asia and the Pacific. The team would like to thank Thomas Jacobs, IFC Country 3. The Starting Point 13 Manager in the Pacific, and Camille Annette Funnell, Deputy Head of Communications in East Asia and the Pacific, for all their help and inputs. 4. Progress to Date 17 We would also like to thank the Solomon Islands Chamber of Commerce and Industry (SICCI), the peak representative organization for the private sector in Solomon Islands, for 5. Next Steps 29 partnering with us in the Waka Mere Commitment to Action. The work under the Wake Mere Commitment to Action is supported by the governments of Australia and New Zealand. Under the Pacific Partnership, Australia, New Zealand and IFC are working together to stimulate private sector investment, promote sustainable economic growth, and reduce poverty in DISCLAIMER the Pacific. IFC, a member of the World Bank Group, creates Many thanks to Karl and Andrew Bouro from Torn Parachute opportunity for people to escape poverty and improve and Robert Taupongi for the photos and to Mark Lindop for their lives. We foster sustainable economic growth designing the report. in developing countries by supporting private sector development, mobilizing private capital, and providing advisory and risk mitigation services to businesses and governments. This report was commissioned by IFC through its Gender Program in East Asia and the Pacific. The conclusions and judgments contained in this report should not be attributed to, and do not necessarily represent the views of, IFC or its Board of Directors or the World Bank or its Executive Directors, or the countries they represent. IFC and the World Bank do not guarantee the accuracy of the data in this publication and accept no responsibility for any consequences of their use. 2 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 ABOUT THIS REPORT | 3 Christina Santa, Sol Tuna 1 | The Waka Mere Commitment to Action The Waka Mere Commitment to Action is a two-year initiative which aims to promote gender equality in the private sector in Solomon Islands. It was launched in July 2017 at the Australian Solomon Islands Business Forum and includes 15 of the largest companies in Solomon Islands, with nearly 6,000 employees combined. FOCUS AREAS KEY PARTNERS Through Waka Mere, which means She Works in pidgin, Waka Mere is led by IFC, a member of the World Bank Group, each company has committed to one or more of the following in collaboration with the Solomon Islands Chamber of Commerce three areas: and Industry (SICCI), the peak representative organization for the private sector in Solomon Islands. Promote women in leadership Companies conduct a gender Waka Mere is about assessment and set targets for increased investing in women numbers of women in management and giving them the opportunity to shine, not only by having them in leadership roles, but Build respectful and supportive workplaces also by promoting them Companies implement or enhance in non-traditional jobs, policies for establishing respectful and building a safe and respectful workplace. and supportive workplaces If we provide opportunities to women they will grab them with both hands and have a huge impact not only for them, but also for their Increase opportunities for women families, their communities, and the country in jobs traditionally held by men as a whole.” Companies set targets for an increased share of women in male-dominated jobs Dennis Meone, CEO, Solomon Islands Chamber and for creating opportunities of Commerce and Industry for women to fill those jobs IFC and SICCI provide training, workshops, and peer learning opportunities to support the participating companies meet their commitments. They also help monitor and share the progress each company has made against its targets through accountability mechanisms such as this mid-term report which marks the first year of the Waka Mere initiative. 4 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 THE WAKA MERE INITIATIVE | 5 Celia Otoara, Solomon Islands Port Authority Participating companies and their commitments Commitments: Promote women Build respectful and Increase opportunities for women in leadership supportive workplaces in jobs traditionally held by men Bank South Pacific Bulk Shop Guadalcanal Plains Palm Oil Limited (GPPOL) Hatanga Construction Ltd Heritage Park National Fisheries Development Pan Oceanic Bank Solomon Airlines Solomon Brewery Solomon Islands National Provident Fund Solomon Islands Ports Authority Solomon Islands Tobacco Company Ltd Solomon Islands Water Authority Solomon Power SolTuna 6 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 THE WAKA MERE INITIATIVE | 7 Grace Campbell, Solomon Brewery 2 | The Context GLOBAL CONTEXT LOCAL CONTEXT Gender equality is not only a social and moral imperative, Rates of gender inequality and domestic violence remain high but also an economic necessity. Women represent nearly across the world. Solomon Islands is not an exception. Women 50 percent of the world’s population, yet they account for only in the country have some of the lowest chances in the world about 41 percent of the formal workforce. Countries are losing to earn an income and some of the highest probabilities to be $160 trillion in wealth because of differences in lifetime earnings affected by violence. between women and men. Companies, however, are increasingly realizing that they can Solomon Islands: gain greater competitive advantage and improve profits by targeting women as employees, entrepreneurs, consumers, and business leaders. Gender Gender Inequality Inequality Ranks 124th Ranks 124th Gender diverse companies report having: among among 128 128 countries in terms countries in terms of women’s economic of women’s economic Greater pool Stronger opportunity¹ opportunity¹ of talent performance Only Only 1 out 4 1 out 4 private sector private sector jobs jobs is held by is held a woman² by a woman² Better Increased reputation innovation Domestic Domestic Violence Violence 2 out 3 2 out 3 women women Source: Why diversity matters, Catalyst (2013) experience experience domestic domestic and family and family violence violence in their lifetime³ in their lifetime³ 1 EIU's 2012 Women's Economic Opportunity Index and Report 2 2015 ADB Solomon Islands Country Gender Report 3 2009 Solomon Islands Family Health and Safety Survey 8 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 THE CONTEXT | 9 Susan Makabo, Solomon Water Employment by sector and gender in Solomon Islands Males Females Paid employment Paid employment 0 2,000 4,000 6,000 8,000 10,000 12,000 14,000 16,000 0 2,000 4,000 6,000 8,000 10,000 12,000 14,000 16,000 Agriculture Agriculture Agriculture Agriculture Public admin., education and health* Public admin., Public sector education and health* Public sector Wholesale and Urban services retail trade Wholesale and Urban services retail trade Fishing Fisheries Fishing Fisheries Manufacturing Fish processing Manufacturing Fish processing Construction Construction Forestry and logging Forestry Forestry Forestry and logging Forestry Forestry Other services Other services Transport, storage and communications Transport, storage and communications Private household Privateemployees household employees Hotels and restaurants Tourism^ Hotels and restaurants Tourism^ Extra territorial organisation Extra territorial organisation Mining and quarrying Mining Mining and quarrying Mining Financial intermediation Financial intermediation Real estate, business services Real estate, business services Electricity and water Electricity and water Source World Bank sta analysis of the 2009 census. Note *Includes Source direct World Bank wage sta employees analysis as of the well census. 2009 as established sta ; ^Note *Includes Other direct categories, wage like employees transport as well and trade, areas established also sta key to the ; tourism sector. ^ Other categories, like transport and trade, are also key to the tourism sector. 10 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 THE CONTEXT | 11 Linde Rande, Bulk Shop 3 | The Starting Point Two baseline surveys were administered by Waka Mere WOMEN IN LEADERSHIP participating companies between August 2017 and Women were underrepresented at all levels of the workforce November 20171: in all participating Waka Mere companies and lagged substantially behind men when it came to representation in leadership: The Human Resources Survey (HR Survey) was completed by a representative of the human resources department of all Gender Inequality Males Females participating companies2. Employees Ranks 124th 70% among 128 30% countries in terms of women’s economic The Employee Survey Top managers opportunity¹ was completed by 1,491 employees across 72% 28% Only 1 out 4 the 15 companies. The gender breakdown private sector jobs was 42% female (622 in total) and 57% male is held by a woman² Senior managers (857 in total); the remaining 1% (12 people) 65% 35% did not disclose their gender. Domestic Violence Board of Directors 2 out 3 women experience domestic 86% and family violence14% in their lifetime³ Targeted programs and initiatives to recruit, develop, and promote female talent were underutilized. Three companies had targets for the percentage of women in the workforce, in senior-management and/or in board positions at the outset. Of these three companies, one had a workforce that was almost evenly represented by men and women. Promisingly, slightly more than half (57%) of the surveyed companies had targeted leadership programs to develop a pipeline of female top talent. 1 Note: SolTuna did not complete either the HR or Staff survey due to similar survey’s having been conducted at the company recently. Results for SolTuna are not presented here, but will be presented in the final report. 2 Ministry of Aviation conducted the baseline HR and Staff Surveys, with their results included in this analysis. After completing the surveys, the Ministry of Aviation put its participation on hold while it underwent restructuring. The company still expects to make progress before the end of the two-year initative. 12 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 THE STARTING POINT | 13 OPPORTUNITIES IN HIRING AND PROMOTION POLICIES FOR ESTABLISHING GENDER EQUAL WORKPLACES POLICIES FOR BUILDING RESPECTFUL AND SUPPORTIVE WORKPLACES Even though in most companies a majority of employees Half of the surveyed companies had an Equal Employment acknowledged that men and women had equal opportunities, Opportunity Policy or Non-discrimination Policy, and even fewer Three-quarters of all employees agreed that domestic violence a significant proportion disagreed. had an Equal Pay Policy. One company had a Diversity and was affecting the ability of some employees to come to work Inclusion Policy. Despite the gap in formal policies for promoting and/or perform their best at their company. One company • Nearly one in five (19%) employees reported that women equal opportunities, nearly three quarters of employees agreed with reported having a policy in place to support staff affected by and men did not have the same chances of being hired the survey statement: “This company genuinely supports equality domestic violence. by their company, with little difference between women between women and men.” and men’s responses. • More than one-quarter (28%) of employees reported that Three-quarters of all employees agreed qualified men and women did not have equal access to jobs Half of the surveyed companies had an that domestic violence was affecting the in all departments and job types. Relatively more women (31%) than men (25%) reported this to be the case. Equal Employment Opportunity Policy or ability of some employees to come to work Non-discrimination Policy, and even fewer and/or perform. • Nearly one-third (31%) of employees reported that women and men did not have the same chances for promotion. had an Equal Pay Policy. One company had • More than one-quarter of women and one-fifth of men a Diversity and Inclusion Policy. Some companies had policies to promote respectful workplaces. reported women and men did not have equal access to training and development opportunities. • Two-thirds (64%) had policies in place to protect against Very few of the surveyed companies offered family-friendly policies sexual harassment, while one third (29%) had policies beyond maternity leave, and many employees reported they did not to prevent bullying. Janet Inito, Hatanga Construction Ltd. Nearly one-third of employees reported have the flexibility they needed to balance work and personal life. • One-third of employees reported they did not feel that women and men did not have the same • 21% of companies had a flexible work policy in place, and comfortable (33%) or safe (29%) at work. more than one-third (34%) of employees reported that their chances for promotion. • More than one-third (38%) of employees reported their company did not provide the flexibility they needed to balance company did not have adequate mechanisms in place for their work and personal life. addressing worker grievances; and almost one-third (29%) • All companies surveyed had a maternity leave policy as reported that they would not feel comfortable discussing mandated by law, and half (57%) offered some form of an issue affecting their work with a manager or other paternity leave. Three companies offered other family-friendly designated company representatives. provisions, including providing access to a company medical clinic, education subsidies, and flexible hours. One-third of employees reported they did not feel comfortable (33%) or safe (29%) at work. Vicky Maomara, Bulk Shop 14 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 THE STARTING POINT | 15 Florence Tione, Solomon Power 4 | Progress to Date Waka Mere participating companies are making progress in the first year of the initiative by taking one or more measures to promote gender equality - ranging from training and promoting high potential women to supporting women to get drivers licenses for the first time, to implementing new policies for respectful workplaces. Promoting women - With IFC’s support, five Waka Mere companies sent a total of eight women to complete this course. An additional four women in leadership from other companies were also supported by IFC to attend. - Nine out of 12 women who completed the leadership course received a promotion or broader responsibilities in terms of Participating Companies: budget, strategy or staff supervision. Bulk Shop Solomon Airlines - One-quarter received an increased salary, signed up for GPPOL Solomon Islands additional training, or joined a professional network. Ports Authority Heritage Park Solomon Power - The certificate from this course was the first formal National Fisheries qualification for several women. Development SolTuna - GPPOL has supported three women to complete the APTC Emerging Leaders Training, which prepares them for taking on ACTIONS TO DATE a supervisory role. Numerous studies demonstrate that businesses with gender • Encouraging women to participate in the Solomon Islands diverse leadership teams perform better on a range of metrics. Professional Women’s Network (SIPNET), an initiative led by This includes better returns on equity, net profit margins and IFC and SICCI, which was launched in 2016. SIPNET includes earnings per share1, along with lower volatility2. 55 members and aims to increase opportunities for women The private sector in Solomon Islands has started to recognize as individuals through networking events and skill-building the business value associated with having more women in activities. leadership roles. Eight Waka Mere companies are now developing - Six SIPNET events have been hosted by Waka Mere a pipeline of women leaders and have set measurable targets for companies including Solomon Power and GPPOL, increasing the share of women at different levels of leadership. as well as SICCI and the Australian High Commission. These companies were given various tools and opportunities to The events covered topics ranging from career planning develop women including: and effective communications to the impact of domestic 9 out of 12 women who • Sending high potential women to attend the Certificate IV in violence at the workplace. completed the leadership Leadership and Management course of the Australia-Pacific - Ten participants completed a one-day business networking Technical College (APTC). The course examines an individual’s course and reported immensely positive changes afterwards. course received a promotion or own leadership style and provides the tools to lead and manage - A two-hour session on effective communications was others. This face-to-face training was delivered over a period broader responsibilities of 6 months, with 25 days of classroom training. attended by 50 women from 10 Waka Mere companies. 1 Zuabi, R. (2015) 2 Morgan Stanley, 2017 16 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 PROGRESS TO DATE | 17 Benefits reported by companies and employees As a superintendent, I had experience but not I work in a male dominated work environment. confidence. Now, through the training I received, The course helped me see that women can also I have learned how to be confident and lead others.” do what men can. That we have to come out of ourselves to be able to lead others – not to be shy Mary Pina, and have the confidence to speak up.” Quality Control Assistant Manager, SolTuna Salome Tahisihaka, Head of Training, Solomon Power I am very fortunate to work for a company that sent me to this leadership training. They believed in me and saw my potential when I could not see it myself. Now, I I supervise 70 people - all men. My biggest challenge has been am more mindful of recognizing the potential of others to get them to listen to me, especially the older ones. In the and helping them grow.” leadership course I learned the power the tone of my voice can Shabella Rathamana, have. Now I speak more softly when I need to calm them down Compliance Officer, Hatanga and I know how to fine tune myself to get them to respond – how to be polite and assertive at the same time. It’s interesting to see how their attitudes towards me have started to shift.” Jaydita Malika, Field Supervisor, GPPOL 18 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 THE WAKA MERE INITIATIVE | 19 Visit www.ifc.org/gender/EAP to find more testimonials and inspiring stories about Waka Mere. At times I would micromanage and tend to try to We sent 18 of our employees to attend the women’s do everything myself. After the course I started to leadership course this year, recognizing how it helps delegate more tasks both at work and at home. them become more effective. In fact, we were planning I even did a board for sharing house duties.” to hire an expat for a managerial position but decided to give it to one of our local staff when we noticed how Lyn Fa’arodo, she had grown after attending the course. Today, she Internet Banking Manager, Bank South Pacific thrives in this role and does a remarkable job. From a company perspective, we were happy to help develop local talent while also saving costs associated with bringing in someone from abroad.” Tele Bartlett, Director, Bulk Shop I persistently asked to attend the leadership course – primarily because I wanted to learn how I could I have been sharing what I learned in the present myself in boardrooms. I just wish I had the leadership course with my mother. I teach her opportunity attend this course at the beginning of my the value of good posture, eye contact, body career – my life would have been so different if I did.” movements and everything else I learned. That way she can also share these lessons at church and spread Antoinette Wickham, the word to other women in our community.” Engineer and Project Management Consultant at Solomon Water Celia Otoara’a, HR Manager, Solomon Islands Ports Authority 20 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 PROGRESS TO DATE | 21 Building respectful and Addressing Domestic Violence Addressing Sexual Harassment and Bullying supportive workplaces Waka Mere companies can implement a Policy for Addressing Respectful Workplaces training assists companies to increase Domestic Violence at the workplace which helps them take a productivity by promoting a respectful workplace culture free structured approach through a wide range of measures such as: from all forms of bullying and harassment, where employees and others associated with the company treat each other with dignity, Special leave to attend medical, counselling, and legal •  Participating Companies: courtesy and respect. The training is underpinned by a Respectful appointments or move to safe accommodation. Bank South Pacific Solomon Islands National Workplaces Policy (anti-bullying and harassment) and grievance Provident Fund Safety planning for any necessary adjustments to schedules, •  mechanism and focuses on effective communication. Bulk Shop Solomon Islands locations, or working environments to ensure workplace safety. GPPOL Ports Authority Bulkshop, Hatanga, Sol Tuna and Solomon Water trained line Hatanga Referral to available support services including medical •  managers on Respectful Workplaces. The training covered why Solomon Islands Tobacco and psychosocial support, counselling, police, emergency having a respectful workplace is good for business, the purpose National Fisheries Company Development accommodation, and welfare services. and content of the Respectful Workplaces policy, and tools and Solomon Islands Pan Oceanic Bank Water Authority Financial or other assistance for accessing support services and •  techniques to encourage effective communication in the workplace. Solomon Airlines Solomon Power protection outside the workplace. Solomon Water has taken this one step further and hosted Solomon Brewery SolTuna A policy to manage employees who are perpetrators through •  two-hour training sessions with more than 80 of its operational referral to counselling, disciplinary action including dismissal staff to raise general awareness about the Respectful Workplaces and/or reporting the case to the police Policy and to educate staff on how to raise issues effectively at ACTIONS TO DATE work. Solomon Water also completed a baseline survey with staff These measures are tailored to individual company needs and the to assess the current levels of bullying, harassment and comfort Nearly all the Waka Mere participating companies have made local culture. They take into consideration the limited public and of staff at the workplace. The company will use this baseline commitments to build respectful and supportive workplaces community resources available for people affected by violence. information to monitor progress and adjust its policy, procedures for their employees. This reflects the growing recognition of the Eleven companies completed training and began implementing and training as needed. impact that domestic violence has on employees and on business a Policy for Addressing Domestic Violence at the Workplace to (e.g., increased absenteeism, lower productivity, higher turnover better support affected employees: Bank South Pacific, Bulk Shop, rates, and risks to occupational health and safety). It also reflects Hatanga, National Fisheries Development, Pan Oceanic Bank, a recognition of the negative impacts that bullying and harassment Solomon Airlines, Solomon Brewery, Solomon Islands Ports can have on productivity as well as the morale and well-being Authority, Solomon Islands National Provident Fund, Solomon of employees. Islands Water Authority, and SolTuna. Waka Mere companies making this commitment can act in Florence Tione, Solomon Power A group of staff from each of those companies completed •  either or both of the following areas: (i) domestic violence and/ training on how to serve as the first point of contact within or (ii) sexual harassment and bullying. Companies have access their business for employees affected by violence. to tools and advice from IFC on policy implementation, training 11 companies completed training and of managers and in-house trainers, and monitoring & evaluation Nine of these companies completed training on how to monitor •  began implementing a Policy for Addressing and evaluate the policy. practices. They also get the opportunity to share best practices and lessons learned among each other. Domestic Violence at the Workplace to Ten of these companies are in the process of completing an •  better support affected employees employee survey to assess the current impact of domestic violence on their workplace. 22 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 PROGRESS TO DATE | 23 Benefits reported by companies and employees Visit www.ifc.org/gender/EAP to find more testimonials and inspiring stories about Waka Mere. Domestic violence is a big contributing factor to 60 percent of our workforce has already been Most of our employees did not recognize that there are The training we received on domestic violence built our absenteeism in a company. Violence is affecting the trained on Respectful Workplaces, which aims to different types of violence. They would think it can confidence to stand up for what we stand for – and family and, at the same time, has a direct effect on sensitize staff to the new policy and its implications. only be physical. Now they know that even the words not just for issues related to violence. It also taught us business operations and turnout.” This has been key in helping our employees recognize they use might be verbal abuse if they hurt someone. how to provide more constructive advice and we are the importance of effectively and timely raising any It felt like looking ourselves in the mirror and checking sure this will be useful in our work across the board.” Suzy Aquino, issues that come up.” where we stand.” Plant Operations Manager, SolTuna Team of first responders, Ian Gooden, Manasseh Taloafiri, HR and Corporate Services Solomon Airlines General Manager, Solomon Islands Water Authority Manager Solomon Islands National Provident Fund As a victim of violence myself, I know it’s very important Employees have started to disclose incidents of Initially I was a bit reluctant, not knowing how exactly I am now more comfortable and better equipped to be more open at the workplace about experiencing violence, receive structured support, and be able to how our Waka Mere commitment to build respectful to respond to disclosures of violence. I know what domestic violence. In the case of SolBrew we have carry on with their jobs. This has helped us increase workplaces would work. But now I see the value. to ask, what to say, where to refer them, how to raised awareness about violence and have encouraged productivity and save associated medical, security, It is important to be more open about domestic encourage them to do something about it. It feels very employees to come forward. We already had one staff and new recruitment costs. In fact, we have already violence and have a policy to guide the way we can good to know I can help and I already see a positive come forward and we referred her to the responsible recouped the costs of implementing the policy and systematically address it at the workplace. We have change. This is also good for the company as it shows authorities that can assist her. I expect more will follow.” we recently saved two jobs of employees affected by already trained six people. Giving equal opportunities to we care and builds employee loyalty.” violence. In the past, we would have terminated their women is also key: our motto here is ‘empowering the Grace Campbell, Janet Inito, employment as we would not have known why they nation’ – but you cannot empower a nation without HR Manager, Solomon Brewery HR Manager, Hatanga were absent, seemingly without cause.” empowering women.” Freda Fa’aitoa, Suresh Amarasekera, HR Manager, Bank South Pacific CEO, Pan Oceanic Bank 24 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 PROGRESS TO DATE | 25 Increasing opportunities opportunities for women to step into these occupations can Benefits reported by companies and employees therefore help improve their financial security and allow them for women in jobs to better support their families. traditionally held by men Seven Waka Mere companies have recognized the underutilized pool of talent that women represent. They are taking commendable steps to change their organizational cultures in Participating Companies: ways that attract female employees to male dominated roles Bulk Shop Solomon Islands and help them to thrive. Ports Authority GPPOL Bulk Shop, National Fisheries Development Limited, Solomon Hatanga Solomon Power Islands Ports Authority and Solomon Power sponsored female SolTuna National Fisheries employees to obtain their driver’s licenses. To date, eleven women Development have passed their provisional license and are completing practical driver training. For many of these women this is the first step in I like this job. It’s a men’s job but I have the capability I typically take the bus or depend on someone to drive me obtaining a heavy vehicle license. GPPOL has supported two female to do it. And when I leave for work, my boy always to external meetings. Currently, only men drive company ACTIONS TO DATE employees to take on roles – one on a cadetship and the other as hugs me and says “mum, I am really happy because cars and when they go on holiday or get sick, we have a There is growing evidence from diverse sectors and countries sustainability officer – that require the women to ride motorcycles even though being a driver is a man’s job, YOU are major shortage. But, thanks to my driving lessons, I will which shows that investing in opportunities for women in around the plantation. doing it!” start driving company vehicles too. This will allow me to traditionally male-dominated jobs – such as technical roles and save time and costs. It is also a sign of status.” Overall, the companies that have made this commitment, are Salome Bitiai, trades and sectors such as engineering, construction, mining also playing an advocacy role by helping change mindsets. They Forklift Driver, SolTuna Bridget Wafuni, and other heavy industries - is good for productivity, innovation, serve as agents of change whether they set the example (e.g., by Management Accountant, SIPA safety, and efficiency. teaching women how to drive or having female engineers) or by Male dominated occupations also tend to be higher paid speaking publicly about the business value of women in male than traditionally female dominated positions. Creating more dominated roles. Being a driver will help me raise my productivity as a There is stigmatization of women in jobs that were sales representative because it will allow me to drive traditionally held by men. Waka Mere helps address rather than relying on walking around. Having more that. It helps change mindsets. It demonstrates that it female drivers can also help reduce road accidents as is all about job results – not about whether a position women tend to be more defensive drivers. This driving is held by a man or a woman. It helps companies think training also helps address gender bias in our culture about productivity – not stereotypes.” and ensure women are empowered.” Regina Gatu Pokana, Dulcy Wate, Sustainability Manager, GPPOL Sales Representative, Bulk Shop Salome Bitiai, SolTuna 26 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 PROGRESS TO DATE | 27 Additional activities While delivering support to the Waka Mere companies across the three commitment areas, an opportunity was identified to improve the knowledge and experience of human resources managers and their teams in relation to the design and use of human resources policies. Building the capacity of HR managers and their teams was identified as an important part of ensuring sustainable change through the Waka Mere Commitment to Action. In response, HR managers from seven companies completed training on the fundamentals of developing Human Resources Policies, particularly as they relate to gender equality, and on effective implementation of those policies: Bank South Pacific, Hatanga, National Fisheries Development, Solomon Airlines, Solomon Islands National Provident Fund, Solomon Ports and SolTuna. Seven companies completed training on the fundamentals of developing Human Resources Policies. Hernandia Zoleveka, Solomon Airlines Being a driver enables me to complete my tasks faster. It is an achievement in my career and will help with my future growth. I am thankful to my company for giving me this great privilege. Having more women drivers is important for gender balance in terms of duties and responsibilities both at home and at work." Andrea Ruth Ngengere, National Fisheries Development Lyn Fa’arodo and team, Bank South Pacific 28 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 PROGRESS TO DATE | 29 Shabella Rathamana, Hatanga Hardwoods 5 | Next steps The Waka Mere Commitment to Action is mid-way through implementation. There is one year to go and companies are increasingly gaining speed. Here is some of what's to come across the three commitment areas: • Twenty women from eight companies will complete a six-month long Certificate IV Course in Leadership and Management. Upon completion of the course these women will be well In our experience in IFC, as the largest global positioned to take on greater levels of responsibility within development institution focused on the their organizations. private sector in emerging markets, we have consistently seen how gender equality in the Bi-monthly SIPNET events will continue to be held for women workplace drives productivity, profitability, from Waka Mere companies at all levels as well as other SICCI and performance. It is exciting to see Waka member companies. Each event will address a different topic and Mere companies break new ground by be hosted by a different company. establishing more gender equal and respectful • Ten companies have committed to completing a staff survey workplaces in Solomon Islands. We hope on domestic violence. Results from this survey will allow this will set the example for others to follow. companies to monitor progress and assess the business impact Such initiatives benefit not only the employees of implementing a workplace response. Additional learning and the companies, but also, ultimately, workshops will also be delivered for contact team members and the economy as a whole.” HR teams from companies who have implemented the domestic violence policy. This will include a forum with local service Amy Luinstra, providers such as the police, medical services and legal services, Lead of IFC’s gender program to help companies build relationships with domestic violence in East Asia and the Pacific services available in Honiara. Four companies have committed to train additional staff to be the first point of contact for employees affected by domestic violence. • One additional company has committed to training all staff in Respectful Workplaces and adopting and operationalizing a Domestic Violence Policy, including training 10 staff to be the first point of contact for employees affected by domestic violence. • There will be a second opportunity for participating companies to sponsor female staff to obtain their basic driver license. For those who already obtained their basic license, a second phase of driver training will be made available for those wishing to obtain a heavy vehicle license. At the completion of the two-year commitment period, all Waka Mere companies will be invited to repeat the human resources and employee surveys. Results will be analyzed against the baseline surveys to assess progress over the two years. 30 | WAKA MERE PROGRESS REPORT - SEPTEMBER 2018 NEXT STEPS | 31 Visit www.ifc.org/gender/EAP to find more testimonials and inspiring stories about Waka Mere. AN INITIATIVE OF THE PACIFIC PARTNERSHIP IN COLLABORATION WITH