Waka Mere Commitment to Action Improving business outcomes in Solomon Islands through advancing workplace gender equality November 2019 AN INITIATIVE OF THE PACIFIC PARTNERSHIP IN COLLABORATION WITH DISCLAIMER Many talented and dedicated consultants and experts contributed to the success of this program: Karen Mitchel, Rachael Konaka, International Finance Corporation (IFC), a member of the World and Kinnie Rema from WINGS, who led the Certificate IV course Bank Group, creates opportunity for people to escape poverty with passion and mastery; Hazel Kirkham of Breadfruit, who and improve their lives. We foster sustainable economic growth expertly led the training of contact teams of companies adopting Table of Contents in developing countries by supporting private sector development, domestic violence policies, and noted the need for — and then mobilizing private capital, and providing advisory and risk delivered — training on the basics of human resources policies; and mitigation services to businesses and governments. This report was 1 Executive Summary 5 Calvin Sese, our intrepid and innovative trainer, researcher, and go- developed by IFC through its Gender Business Group in East Asia to man on the ground. Finally, our sincerest appreciation for Ruth 2 Context 8 and the Pacific. Maetala, whose wisdom, generosity, and dedication inspired us all. The conclusions and judgments contained in this report should 3 Waka Mere Commitment to Action 11 Waka Mere would not have been possible without the commitment not be attributed to, and do not necessarily represent the views of, - Promoting women in leadership 15 and support of our many dedicated partners: The Solomon Islands IFC or its Board of Directors or the World Bank or its Executive Chamber of Commerce (SICCI) including Dennis Meone, former - Building respectful and supportive workplaces 26 Directors, or the countries they represent. IFC and the World Bank CEO, and Atenasi Ata, current CEO, Jay Bartlett, Chairman of - Increasing opportunities for women 35 do not guarantee the accuracy of the data in this publication and the Board, and all Board members have been tireless supporters in jobs traditionally held by men accept no responsibility for any consequences of their use. and encouraged the program’s progression and success from the 4 Cross-cutting Benefits of Waka Mere 41 beginning. We also wish to thank Vivienne Sykes and Vanessa ACKNOWLEDGEMENTS Improving human resource capacities - 41 Teutao from the Australian Department of Foreign Affairs and This publication was produced by IFC under the overall guidance Trade (DFAT) and all participating Waka Mere companies. Family-friendly initiatives - 41 of Henriette Kolb, Head of IFC’s Gender Business Group. The Improving business outcomes - 42 The work under the Wake Mere Commitment to Action is report was written by Nhung Thi Nguyen, Result Measurement supported by the governments of Australia and New Zealand. 5 Conclusion 45 Analyst, and Shabnam Hameed, IFC Gender Operations Officer, Under the Pacific Partnership, Australia, New Zealand, and IFC are with contributions from Sarah Twigg, IFC Gender Operations Appendix 1 - Methodology 47 working together to stimulate private sector investment, promote Officer in the Pacific, and Ruth Jazarr Basi Afia Maetala, IFC sustainable economic growth, and reduce poverty in the Pacific. Gender Coordinator in Solomon Islands. The report was prepared Appendix 2- Detailed Timeline of Activities 48 under the leadership of Amy Luinstra, IFC Gender Lead in East Many thanks to Peter Rae for the photos and to Mark Lindop for Asia and the Pacific. designing the report. The team would like to thank Thomas Jacobs, IFC Country Manager in the Pacific, and Camille Annette Funnell, Head of Communications for low income & fragile and conflict affected states, Asia and the Pacific, and Communications Consultants, Jackie Range and Mia Cusack, for all their help and inputs. We would also like to thank the Solomon Islands Chamber of Commerce and Industry (SICCI), the apex representative organization for the private sector in Solomon Islands, for partnering with us in the Waka Mere Commitment to Action. 2 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 3 Ruth Maetala (centre) from IFC who runs the Wake Mere project with employees at Guadalcanal Plains Palm Oil Limited (GPPOL). 1 | Executive Summary The Waka Mere Commitment to Action has been a two-year initiative to improve business outcomes in Solomon Islands through advancing workplace gender equality. The initiative has contributed to a shift in employees’ perceptions of safety and fairness at work, catalyzed companies to adopt new policies and practices, invest in their future female leaders, and open up skills training and jobs for women in roles traditionally held by men. Launched in July 2017 at the Australian Solomon Islands Companies identified gender gaps in leadership and in certain jobs Business Forum, 15 of the largest companies in Solomon Islands traditionally held by men as top priorities. Further analysis pointed made a commitment to improve gender equality by promoting to gendered social norms and gender-based violence as the two key respectful and supportive workplaces for women and men. drivers of workplace gender inequality and low participation of Through the combined efforts of these companies, IFC, and key women in the workforce. partners, 6585 employees (42% women; 58% men) are now Stereotypes and gendered norms around what jobs women can benefiting from more equal, supportive, and respectful workplaces. and cannot do impact their ability to access similar opportunities The initiative concluded in July 2019, with 14 companies as men. They lead to few women in leadership roles and job completing the two-year commitment. This report summarizes segregation in workplaces. This prevents individuals from the achievements to date. achieving their full potential and companies from employing the Waka Mere, which means “She Works” in pidgin, was designed person best suited for the job. Gender-based violence can impact in close collaboration with Solomon Islands businesses. The goal women and men’s ability to attend work and to be safe and was to address social norms that prevent women and men from productive at work, regardless of whether the violence occurs at fully participating in the workforce, thereby reducing business work, at home, or elsewhere. productivity, profitability, and reputation. Waka Mere was led by IFC designed the program to support Solomon Islands businesses the International Finance Corporation (IFC), a member of the World to address these issues. Participating businesses chose up to three Bank Group, in collaboration with the Solomon Islands Chamber commitments to target for measurable progress over two years: of Commerce and Industry (SICCI), the apex representative organization for the private sector in Solomon Islands. • promoting women in leadership IFC modelled the Waka Mere program on its global initiative, • building respectful and supportive workplaces She Works, which saw leading companies adopt measures proven to • increasing opportunities for women in jobs traditionally enhance women’s employment opportunities. Before launching the held by men program, IFC conducted scoping studies and consulted Solomon IFC supported the participating companies by undertaking business Islands companies through business roundtables. This helped case research and providing training, workshops, and peer learning localize the global initiative by identifying specific barriers opportunities throughout the initiative. to women’s greater participation in business in Solomon Islands. 4 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 5 Sophia Tango, Solomon Water After participating in Waka Mere, companies and their employees are reporting significant advances in workplace gender equality, which include: • increased feelings of safety and well-being at the workplace with the proportion of employees who feel safe and comfortable at work increasing by 15 percentage points to over 80 percent at the end of the initiative • improved employee loyalty, particularly among women (the proportion of women willing to recommend their employer to male and female friends raising from around 70 percent to 86 percent). • improved skills and confidence, and greater job opportunities for women who participated in Waka Mere activities with 80 percent of the first cohorts of leadership graduates receiving a promotion or additional responsibilities (such as budget, strategy, staff supervision, etc). • increased number of women in jobs traditionally held by You need champions to drive things forward, men, with 33 new female licensed drivers sponsored by seven that’s where the private sector can play a role, different companies. in championing some of these initiatives. There • Universal adoption of new policies and practices that support is a very, very strong business case for women in gender equal and supportive workplace. the workplace at all levels. I think IFC has given Early indications show that advancing gender equality is improving us more of a global perspective on this that we business outcomes through increased productivity and innovation, can apply domestically.” and decreased absenteeism and employee turnover. Jay Bartlett, Managing Director of Hatanga and Chair of Solomon Islands Chamber The business case for gender equality has been established. of Commerce and Industry The progress made to date has created momentum for companies in Solomon Islands to continue advancing gender equality in their own workplaces, while advocating for more gender equal workplaces throughout the market. Furthermore, SICCI is finalizing plans to ensure that refresher courses, peer learning opportunities, and leadership training remain available to their members as they continue their journey of promoting gender equal and productive workplaces. 6 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 7 2 | Context GLOBAL CONTEXT SOLOMON ISLANDS Gender equality is not only a social and moral imperative, but also Women in Solomon Islands are half as likely as men to be in paid Gender Inequality an economic necessity. Companies increasingly recognize they can employment2 and only one out of four private sector jobs are held Challenges: gain greater competitive advantage and improve profits by targeting by women3. Companies in Solomon Islands identified gendered Ranks 124th women as employees, entrepreneurs, consumers, and business roles and gender-based violence as the two key drivers of workplace Gender Inequality among 128 leaders. Women’s participation in the global labor market remains gender inequality and low participation of women in the workforce. SOLOMON Ranks countries th terms of firms in Proportion ISLANDS among having female top nearly 27 percent lower than men1. Reducing this gap, globally, by of women’s economic Gendered roles impact women’s ability to access, use, and benefit countries in terms manager: 25 percent by 2025 could add $5.8 trillion to the global economy1. opportunity¹ of women’s economic . % from similar opportunities as men. They create gender imbalance opportunity¹ in leadership and job segregation in workplaces, preventing Only out Only 1 out 4 Only 4% of national A greater pool of talent individuals from achieving their full potential. Consequently, Solomon Islands private sector jobs is held by a woman² parliments seats are private sector jobs held by women they are more competitive in hiring, retaining, companies are unable to employ the person best suited for the job. is held by a woman² and promoting talent. Economy Name: Gender norms in Solomon Islands associate men with leadership Solomon Islands roles. For example, Solomon Islands recently elected two Domestic Violence women as Members of Parliament — its most ever at one time Capital City: Domestic Violence Stronger financial performance Honiara out — in a parliament of 504. women companies with gender diverse leadership are Region: experience2 out 3 women more profitable. Gender-based violence can impact women and men’s ability to Pacific domesticexperience domestic and family Conflict A ected attend work and to be safe and productive at work, whether the and family violence violence At a critical juncture Income Level: violence occurs at work or elsewhere. In Solomon Islands, the in their in their lifetime³ in its development Low Income lifetime³ A better reputation domestic and sexual violence rates are high and twice the global trajectory following Population (2018): a period of civil conflict gender diverse companies enjoy greater credibility average. Sixty-four percent of women have experienced physical or 652,858* and market share by understanding female consumers. sexual violence in their lifetime and 37 percent of women have been forced on their first sexual encounter5. There are no national level Female Population (2018): Illiteracy 320,910 statistics on the prevalence of domestic and sexual violence against Only % of men and % of women have adequate reading and writing skills Increased innovation men. However, in IFC surveys of employees, 38 percent of men Employment data**: gender diverse companies have collective intelligence reported experiencing domestic and sexual violence in their lifetime6. • Labor force participation rate: to ‘see around the corner. Male: 80.9% and Female: 62.4% Solomon Islands is a post-conflict country. For many, the aftermath • Proportion of wage and salaried workers: of ‘the tensions’ — ethnic violence between 1998 and 2003 — Male: 21.6%; Female: 14,4% includes low trust, inability to assert their needs, and trauma. These • Proportion of self-employed: Strong sustainability records dynamics often exacerbate interpersonal conflict, including within Male: 78,4%; Female: 85,6% gender diverse companies report greater the workplace. This tends to limit the willingness and ability of environmental, social, and governance outcomes. people to speak up and seek help. 1 http://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_557266/lang--en/index.htm 2 https://www.statistics.gov.sb/statistics/social-statistics/labour-force 3 2015 ADB Solomon Islands Country Gender Report * Except otherwise stated, all data used for Solomon Islands 4 https://thediplomat.com/2019/07/a-new-day-for-solomon-islands-women/ were taken from the World Development Indicator 1 EIU's 2012 Women's Economic Opportunity Index and Report 5 Secretariat of the Pacific Community (SPC), Ministry of Women, Youth & Children’s Affairs, National Statistics Office (2009) Solomon Islands Family Health and Safety Study: (World Bank) 2 2015 ADB Solomon Islands Country Gender Report A study on violence against women and children. Honiara: SPC, p.69. ** Modeled ILO estimate for 2018 – World Development Indicator 3 2009 Solomon Islands Family Health and Safety Survey 6 https://www.ifc.org/wps/wcm/connect/region__ext_content/ifc_external_corporate_site/east+asia+and+the+pacific/resources/solomon+isands-domestic+and+sexual+violence 8 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 9 3 | Waka Mere Commitment to Action The Waka Mere Commitment to Action has been a two-year initiative to improve business outcomes in Solomon Islands through advancing workplace gender equality. It was launched in July 2017 at the Australian Solomon Islands Business Forum. Subsequently, 15 of the largest companies in Solomon Islands employing 6585 people made a commitment to improve gender equality with a focus on three target areas. The Waka Mere initiative concluded in July 2019, with 14 companies completing the two-year commitment7. FOCUS AREAS KEY PARTNERS The companies engaged in various activities to support achieving Waka Mere was led by IFC, a member of the World Bank Group, their commitments, including those listed below which were in collaboration with SICCI, the peak representative organization implemented directly through the Waka Mere initiative. for the private sector in Solomon Islands. As part of the program, IFC and SICCI undertook business case Promote women in leadership research and provided training, workshops, and peer learning • by supporting female staff to participate in opportunities to help the participating companies meet their the Solomon Islands Professional Women’s commitments. They also helped monitor and share the progress Network (SIPNET) of each company against its targets through accountability • by supporting female staff to complete a leadership course that targets skills identified mechanisms such as company level baseline reports, the mid-term as important for professional women in report — released after the first year of the Waka Mere initiative Solomon Islands — and this final report. Build respectful and supportive workplaces • by adopting and implementing respectful workplace policies to address workplace bullying and sexual harassment • by implementing a structured approach to In our experience at IFC, as the largest global development support staff impacted by domestic and institution focused on the private sector in emerging markets, sexual violence we have repeatedly and consistently seen how gender equality in Increase opportunities for women the workplace drives productivity, profitability, and performance. in jobs traditionally held by men It is exciting to see Waka Mere companies break new ground by • by identifying areas of skills shortages within establishing more gender equal and respectful workplaces in the business and supporting female students Solomon Islands. We hope this will set the example for others to to train in those areas. This is coupled with on- the-job training and placement opportunities follow, building on Waka Mere’s success. Such initiatives benefit • by training existing female staff to take on jobs not only the employees and the companies, but also, ultimately, traditionally done by men the economy as a whole.” Amy Luinstra, Gender Lead in East Asia and the Pacific, IFC 7 One company completed the baseline survey but did not complete the endline survey. This company is not included in the endline results. 10 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 11 Janet Inito, Human Resources Manager, Hatanga Participating companies and their commitments 8 Commitments: Promoting women Building respectful and Increasing 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 Solomon Airlines Solomon Brewery Solomon Islands National Provident Fund Some of our female staff were victims of domestic violence. Solomon Islands Ports Authority Solomon Islands Tobacco Company Ltd Solomon Islands Water Authority Previously we had no mechanisms to be able to deal with that, but were able to develop policies internally. There has been examples where we’ve had staff go through these situations and we’re now in a position where we can provide guidance to them, direct them to where they can get support, to the right organisations or the right contacts and give them the Solomon Power SolTuna appropriate amount of support as a company.” Jay Bartlett Managing Director of Hatanga Constructions and Chair 8 One company reported in the mid term report did not complete the endline survey and is not included in the results. of Solomon Islands Chamber of Commerce & Industry 12 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 13 David Upwe and Shabella Rathmana, Bulk Shop Promoting women in leadership Participating Companies: THE BUSINESS CASE Bulk Shop Solomon Airlines Numerous studies demonstrate that businesses with gender Guadalcanal Plains Palm Oil Ltd  Solomon Islands Ports Authority diverse leadership teams perform better on a range of Heritage Park Solomon Power metrics. This includes better returns on equity, net profit National Fisheries Development SolTuna margins, and earnings per share.9 10 Timeline of Activities Eight Waka Mere companies signed up for the commitment to Solomon Islands Professional Women's Network increase opportunities for women in leadership. All of them invested 2016 • (SIPNET) launched in training 35 female future leaders with a certificate course on business management and leadership, in addition to supporting employee participation in the Solomon Islands Professional Women’s • Launch of Waka Mere initiative Network (SIPNET). Employee surveys show a significant positive Jul • Baseline Survey completed change in both men’s and women’s perception of equal opportunities 2017 • Certificate IV in Leadership and Management [1] to be hired and promoted. • Certificate IV in Leadership and Management [2] Participating companies had a slight increase in the share of SIPNET event - International Women’s Day women as Top Managers (from 19 to 20 percent). There was also • breakfast a substantial growth in the absolute number of women at Senior • Training - Improving HR Capacities Management level, from 28 at baseline to 42 percent at the end. SIPNET event - Roundtable: ‘Challenges and However, because some companies restructured management and • Opportunities as Women Business Leaders’ added many men as well, overall change in proportion slightly 2018 • SIPNET event - ‘Career Planning’ declined at this level. • Waka Mere midline progress report • SIPNET event - to establish working committees Increasing the representation of women in leadership positions • SIPNET event - on ‘Domestic Violence’ takes time and requires significant effort, but continued effort does SIPNET event - nominations of two women pay off as is visible in the early results. • to SICCI board Certificate IV in Leadership and Management [3] As part of the commitment, companies are building a pipeline of female talent and a way to monitor progress. Half (four out of eight) of them have now set targets for the percentage of women in • SIPNET event - ‘Domestic Violence and Work’ the workforce, in senior management and/or in board positions. • Changing Workplace Behavior Forum A lot of females in Solomon Islands, they seem to be holding back: Jul • SIPNET event - ‘Mere Care’ An equal number of companies have programs to develop a not really feeling able to be in the front. But these three ladies 2019 • Certificate IV in Leadership and Management [4] pipeline of female top talent and all the companies have invested when they finished the (leadership) training, they just became • Waka Mere ends in leadership training. very confident... They feel like they can talk, and they can plan, • Endline survey completed they can delegate tasks to men.” David Upwe 9 Zuabi, R. (2015) HR Manager, Bulk Shop 10 Morgan Stanley, 2017 14 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 15 Joanna Mypana and Sarah Nihopara, Solomon Power Figure 1. Share of women by levels of eight Waka Mere companies IFC and SICCI supported Waka Mere participating companies to signing up for commitment 1 improve gender diversity in management by: Baseline Endline Min Max • demonstrating the business case for women in leadership at % % various Waka Mere events % % • establishing SIPNET, which aims to increase opportunities for % women through networking events and skill-building activities % % % % (SIPNET has 55 members and has hosted several events on a % % % range of topics, as well as a one-day business networking course) % % % % • supporting the ‘Certificate IV in Leadership and Management’ % % % % % % % % course for high-potential women Workforce Senior managers Top Managers BoD The ‘Certificate IV in Leadership and Management’ is an intensive 18-day training course. It is offered in three one-week blocks over six months with assignments and assessments in between. For In addition, two Waka Mere companies (Bank South Pacific and many of the participants, this course certificate was the first formal Solomon Water), although not a member of this commitment, have qualification they had ever received. started setting their own targets for women in leadership positions in their workforce. Fifty-one women from 17 companies have now completed the ‘Certificate IV in Leadership and Management’ course12. Follow- The benefits of continued commitment to women in leadership is up studies of the first cohort of graduates show that 80 percent of well demonstrated by SolTuna, one of the Waka Mere companies women who completed the leadership course were promoted or and an IFC gender advisory client since 2015. After four years of assigned broader responsibilities in terms of budget, strategy, or effort to build management and leadership teams that more closely staff supervision. We expect similar results from the following two reflect the gender balance of the workforce, the company has made cohorts who will celebrate their graduation in December 2019. significant progress, with top management moving from 20% female to a perfectly balanced 50% and progress at middle and Feedback from participants and managers demonstrates the senior management as well (Figure 2). significant growth of the course participants. Figure 2. SolTuna share of women by levels11 One of the changes that is outstanding, and I am so happy about, is being able to stand in front of an % Baseline Endline audience and speak. This is something I have always % % wanted, and I am so happy to achieve it.” Joanna Mypana % % Reporting Accountant, Solomon Power % % % Workforce Middle Senior Top managers managers managers 11 Top managers are those who report directly to the CEO; senior managers are those who report to top managers; middle managers are all those who report to senior managers. 12 The course was open to all Waka Mere companies as well as other SICCI members. 16 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 17 Feedback from graduates commitment, agreed that women and men have the same chances of being hired by their company. I have the courage to speak confidently and can • Equal access to promotion: At baseline, one third of employees now volunteer to speak. I am comfortable with building (33 percent) reported that women and men did not have the same networks and I am well equipped with skills to be chances of promotion. At endline, only 22 percent felt this was good leader.” the case. The changes among female employees were particularly noticeable with 57 percent of women agreeing they had an Celia Biliki equal chance of promotion in the baseline survey and 73 percent Payroll & Human Resource Coordinator, Solomon agreeing by the end of the initiative. Islands Tobacco Company The positive change that I have noticed in myself and my colleagues is the growth in our confidence levels “Women and men have the same chance compared to when the training started. All of us have of being hired by this company” shown courage to communicate and share ideas.” TOTAL Endline % % % Nancy Puloara Kame Baseline % % % Billing Administrator, Solomon Power MALE Endline % % % Communication skills — this is very important for Baseline % % % business growth. Feedback – it helps me to improve in FEMALE my job.Networking – builds trust and relationships. Endline % % % Resilience – always bounce back when you are hit hard.” Baseline % % % Grace Gukuna Payroll Supervisor, National Fisheries “Women and men have the same chance Development (NFD) of being promoted by this company” TOTAL Efforts made to improve gender diversity in leadership and build Endline % % % leadership skills among high-potential women have not gone Baseline % % % unnoticed by employees of Waka Mere companies. Employees’ MALE perception of equal opportunity in hiring and promotion have Endline % % % improved significantly over the course of the Waka Mere initiative. Baseline % % % FEMALE • Equal access to hiring: At baseline, nearly one in five (18 percent) Endline % % % employees reported that women and men did not have the same chances of being hired by their company, with little difference Baseline % % % I love it because it has changed how I do things here. Before, I would procrastinate, but after the training, I use time between women and men’s responses. At endline, this was Strong agree + agree management to finish my tasks according to what my priority is.” reduced to 6 percent with women’s perception (5 percent) better Neither agree or disagree than men’s (8 percent). By the end of the initiative, 90 percent Strongly disagree + disagree Florence Tione of employees across Waka Mere companies signing up for this Engineer, Solomon Power 18 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 19 My confidence level and professionalism level has With the training I recognized that I was important grown. I am able to smile whenever I meet someone and I have the confidence that I can do it.” dressed properly and how I approach people in my Celia Otaraa work place, church, home or in meetings.” HR Manager, Solomon Ports Gloria Beuka Finance Analyst Solomon Islands Tobacco Company Now I can talk to anyone, I have the confidence to I think the big challenge that women face when speak to them. I'm not shy anymore. I can even they step up to a leadership role is that they have the approach my managers; before the training inclination to not assert themselves too much, because I was afraid to talk to the boss.” of cultural considerations. I think this type of course The leadership course is not only for is a catalyst to really uplift them and make them more the office, you can use it in the community, Bridget Wafuni confident in their work.” your churches, your family.” Finance Manager Solomon Islands Ports Authority Frank Wickham Marielah Patovaki Managing Director Immigrations Officer National Fisheries Development National Fisheries Development 20 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 21 Committed to Action Bulk Shop is seeing the BULK SHOP win-win benefits of gender equality Bulk Shop is a leading food retailer in Solomon Islands. They have in the workplace incorporated gender equality throughout Human Resources (HR) Participating in Waka Mere has helped women employees thrive and policy and practice. improved business outcomes for the Bulk Shop > In 2017: two HR policies in place The Bulk Shop has seen a significant change in their female staff who have participated in > In 2019: four additional HR policies Waka Mere training initiatives. The program has had a positive impact on their confidence, introduced including Domestic their performance and their capabilities and this has flow on benefits for the business. Violence and Respectful Workplace Policy All these three females are being promoted to higher roles after completing their study and after we evaluated them and saw how they performed after attending this training.” David Upwe, HR Manager, Bulk Shop Employee perception of equal access to hiring and promotion has also shifted dramatically through this process from the start to the finish. • Proportion of employees who believe that women and men have the same chances of being hired by the company increased by almost 30 percentage points, from 58% to 87%. Within this finding the greatest change was in female perceptions which rose from 49% at baseline, to 84% at end line. • Proportion of employees who believe that women and men have the same chances for It has given me the promotion by the company increased by almost 30 percentage points. perspective of how I value Women now share equal representation with men in top manager positions myself as a woman, and how we women should be • At base line, the share of women at top management positions was just 14 percent. (This is an increase of 36 percentage points) respected more… We should be considered as equal.” Bulk Shop is committed to: Shabella Rathmana “I'm a female and in my department the majority are male, Promoting women in leadership Senior Procurement Officer, and you know in Solomon culture men don't listen to Bulk Shop women. So a man is always the head and women listen to Building respectful and supportive workplaces men. For me, going through this training has helped me Increasing opportunities for women in jobs build the confidence to lead my team, especially knowing traditionally held by men how to approach my staff, how to work with them and knowing how they learn.” Linda Randeh Manager Distribution Center, Bulk Shop 22 | WAKA MERE FINAL REPORT - NOVEMBER 2019 Committed to Action A significant increase in the number of women in management SOLTUNA Soltuna is a pioneer in gender equality and technical positions > In 2015: 1714 employees, 67% female Implementing a range of measures to create a more respectful, > In 2019: 2280 Employees | 61% Female capable and supportive workforce has helped women move into all > In 2015: Only one relevant HR policy areas of SolTuna’s business was in place. Whilst SolTuna had a majority of female employees, very few of them held leadership > By 2019: a complete suite of eight policies in place promoting and or technical positions. ensuring gender equality in the workplace Since implementing gender smart solutions, staff are happier working for SolTuna, they are coming to work more often and staying employed longer." Bella Simiha, Human Resources Manager, SolTuna Through strengthened policies and training initiatives, SolTuna has increased the number of women in jobs traditionally held by men, because they want the best person for the job. Achievements from 2015-2019: SolTuna has tripled the number of women in top and senior management to 30.4%. They have also increased the number of women in jobs traditionally held by men from nine to 22. When women were moved • 3 women report directly to General Manager into butchering for the first • 4 women in senior management time, men worked faster, • 34 women in middle management smarter, with less smoke • 33 of the 151 supervisors are now women breaks and completed tasks • 70 of the 129 team leaders are now women on time” SolTuna is committed to: Suzy Aquino Operations Manager Promoting women in leadership SolTuna Building respectful and supportive workplaces Increasing opportunities for women in jobs traditionally held by men 24 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 25 Building respectful and supportive workplaces IFC and SICCI supported Waka Mere participating companies to researchers concluded that workplace responses can reduce the Participating Companies: THE BUSINESS CASE promote respectful and supportive workplaces for women and men: acceptance of violence. IFC plans to repeat this survey in 2020 to Bank South Pacific Solomon Islands National Gender-based violence can impact women and men’s ability evaluate the impacts of workplace responses to domestic and sexual Provident Fund • by demonstrating the business case for respectful workplaces (anti- Bulk Shop to attend work and to be safe and productive, whether the violence in Solomon Islands. Guadalcanal Plains Palm Oil Ltd  Solomon Islands Ports Authority bullying and harassment) and for workplace responses to domestic violence occurs at work or elsewhere. Effective workplace Hatanga Solomon Islands Tobacco and sexual violence in leadership at various Waka Mere events Company anti-bullying policies, anti-sexual harassment policies, and Before we participated in this challenge, we would have National Fisheries Development • by undertaking business case research on the ‘Impact of Domestic disciplined or terminated staff who have been affected Solomon Islands Water Authority structured support for employees experiencing domestic or Solomon Airlines and Sexual Violence on the Workplace in Solomon Islands’ [by domestic or sexual violence] without knowing what Solomon Power sexual violence can improve staff health, safety, and well- Solomon Brewery • by facilitating workshops, trainings, and peer learning forums on the root cause was.” SolTuna being. It can further increase staff engagement and loyalty, decrease absenteeism and staff turnover, demonstrate respectful workplaces and workplace responses to domestic and Freda Fa'aitoa corporate social responsibility, drive financial performance, sexual violence HR Manager, Bank South Pacific Timeline of Activities and position the organization as an employer of choice. Five companies (Bulk Shop, Hatanga, Solomon Power, Solomon Water, SolTuna) trained over 100 line managers on Respectful Employees’ perceptions about respect and support in the workplace 2016 • DSV Scoping Study and Feedback Workplaces. SolTuna has since adopted the training and is have also improved. Thirteen Waka Mere companies completed their commitment to continuing the training with all staff. • Launch of Waka Mere initiative promote respectful and supportive workplaces for women and • Feeling safe or comfortable at work: At the start, about one in Twelve companies trained their staff to be the first point of contact • Baseline Survey completed men. At the beginning of Waka Mere, only four companies had a four employees reported that they did not feel comfortable or safe Jul on domestic and sexual violence issues and refer staff affected by Management Briefings workplace policy on anti-bullying, seven companies had a policy on at work. By the end of Waka Mere, this proportion was down to 2017 violence to service providers and assist them by making reasonable anti-sexual harassment, and one company had a policy to support one in 10. Similarly, at baseline, 22 percent of employees, with • DSV Policy Workshop workplace adjustments. staff affected by domestic and sexual violence. more women (25 percent) than men (20 percent) did not feel • Respectful Workplaces Training[1] IFC also worked with nine Waka Mere companies to undertake comfortable discussing problems with their managers. At endline, Through Waka Mere, seven more companies developed workplace research research on how problems at home affect employees at only 12 percent reported this to be the case, with no difference SIPNET Forum - Why is DSV a Workplace Issue? anti-bullying policies, five companies developed anti-sexual work. 13 Based on surveys of more than 1,200 employees, the study between men and women. • DSV Contact Team Training[1] harassment policies, and all companies developed domestic and found that lost work time due to feeling distracted, tired, or unwell • Addressing worker grievances: More than three quarters (77 • DSV Service Provider Forum sexual violence policies. or being late or absent from work because of violence adds up to percent) of employees now believe that their company has 2018 • Monitoring & Evaluation Workshops Share of companies with policy in place two working weeks per year per employee in Solomon Islands. adequate mechanisms in place to address worker grievances, a • Respectful Workplaces Training[2] A further five-person days are spent per employee per year significant increase from the starting point of Waka Mere (63 • DSV Contact Team Training[2] Baseline Endline responding to the effects of domestic and sexual violence in percent). • 16 days of activism – online campaign % % the workplace in an unstructured way, that is, through ad hoc % Employees were also more aware of the impact of domestic and % conversations and offers of support by colleagues and management sexual violence on their workplace: The proportion of employees Report released - The Impact of Domestic and without specific training. who believed that domestic violence was affecting the ability of • Sexual Violence on the Workplace in Solomon % Islands from staff surveys % This study shows much lower levels of acceptance of violence some employees to attend work and perform well increased from % 77 percent to 88 percent with no difference between male and Forum - Effective Workplace Communications on than previous studies. 14 As the surveys were conducted after the Jul • Domestic Violence female responses. 2019 % companies had already started taking action on domestic violence, • Awareness raising sessions • Waka Mere ends Anti bullying Anti sexual harassment Domestic violence Equal Employment Opportunity or 13 IFC (2019). The Impact of Domestic and Sexual Violence on the Workplace in Solomon Islands. https://www.ifc.org/wps/wcm/connect/84d03924-2d9f-42ae-bdbc-c7c3920577fd/ • Endline survey completed Non discrimination executive+summaryreport+Solomon+Islands+impact+of+violence+on+workplace.pdf?MOD=AJPERES 14 In the IFC Waka Mere survey, 31 percent of participants said they believed that domestic and sexual violence is sometimes acceptable, with men more likely to have this opinion than women (36 percent and 27 percent respectively). This compares positively with 71.2 percent women, and 56 percent men, employed in income-earning jobs, who had agreed with at least one specific justification for wife beating in the Demographic and Health Survey. 26 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 27 Celia Otaraa HR Manager, Solomon Ports “I believe that domestic violence is affecting the ability “If I had an issue affecting my work I would feel comfortable of some employees to come to work and/or perform discussing the issue with a manager or other designated their best at this company” company representative” TOTAL TOTAL Endline % % % Endline % % % Baseline % % % Baseline % % % MALE MALE Endline % % % Endline % % % Baseline % % % Baseline % % % FEMALE FEMALE Endline % % % Endline % % % Baseline % % % Baseline % % % “I feel comfortable at work” “I feel safe at work” TOTAL TOTAL Endline % % % Endline % % % Baseline % % % Baseline % % % MALE MALE Endline % % % Endline % % % Baseline % % % Baseline % % % FEMALE FEMALE Endline % % % Endline % % % Baseline % % % Baseline % % % “This company has adequate mechanisms in place for addressing worker grievances” TOTAL Endline % % % Baseline % % % MALE Endline % % % Baseline % % % FEMALE Strong agree + agree Endline % % % Neither agree or disagree Baseline % % % Strongly disagree + disagree 28 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 29 Committed to Action Committed to Action Creating a safe, respectful and supportive Solomon Islands National Provident Fund workplace is a top priority for Solomon SOLOMON ISLANDS PORTS AUTHORITY (SINPF) is building a safe and supportive SOLOMON ISLANDS NATIONAL PROVIDENT FUND Islands Ports Authority (SIPA) > 2017: 473 employees | 10% female workplace for both women and men > 2017: 115 employees | 43% female SIPA is aiming to become an employer of choice across the board, introducing > 2019: 455 employees | 11% female Implementing five new policies over the two year commitment, > 2019: 119 employees | 57% female more initiatives to better support their staff, especially working mothers > During Waka Mere, anti-bullying, SINPF has transformed their workplace for the better domestic violence policies and Participating in Waka Mere has led to many changes for SIPA as an organisation. Their child-care support (flexible work Waka Mere highlights the importance of encouraging organisational awareness and commitment to creating a respectful and supportive workplace is reflected in the positive options for working mothers) were understanding around the barriers that women face and the benefits of building a more changes in employee perception around safety and comfort at work from the beginning to introduced respectful and supportive workplace for all. the end of Waka Mere. At first, I only hear the word 'domestic violence' and did not take it seriously. The positive change I noticed within our group is mainly on professionalism, But after attending the training, I have the knowledge and understanding the way we approach each other, giving feedback and dresscode as well. We of real-life domestic violence situations and how it affects children, women have grown in confidence and have the courage to go forward.” and men. It does affect them emotionally and physically.” Stacy Vunagi Benisi, Secretary, Solomon Islands Ports Authority Temaleti Gholomo, Senior Human Resources Officer Transcript At an individual level, women are finding greater confidence in themselves and learning Solomon Islands National Provident Fund has made significant strides with their policy The Waka Mere program is new skills, all of which contribute to a more productive workforce and reflect a more implementation, engaging their staff through workshops and training in the process. supporting women to move supportive workplace. The shift in staff perception of their company and understanding of the barriers is forward, to progress in life, Employee perception of their employer has improved significantly: evident their feedback. especially in their work and • Staff feel more comfortable at work: 100% of women and 94% of men reported feeling Now I can delegate tasks to Five new policies and practices promoting gender equality have been implemented their career path. Just lately comfortable at work. This is significant 41 percentage point increase for women and my workmates so that I'm not since the beginning of Waka Mere: anti-sexual harassment, maternity leave, paternity we have one lady that is 22 percent point increase for men. overloaded with jobs… It’s the leave, equal employment opportunity and domestic violence policy coming up and taking the • Staff feel safer at work with 9 out of 10 employees reporting this compared to the same back at home, whenever role of an assistant manager, Employee perception of their employer has improved significantly: beginning of Waka Mere, when only 70% of female and 77% of male staff reported this there were things to be done. next to the managerial to be the case. I just did it by myself, but now • Addressing worker grievances: at baseline, less than half of the surveyed employees role. At SINPF in terms of • SIPA is an Employer of Choice for both men and women: 95% of male and female believed that the company had enough mechanisms to address worker grievances. I delegate jobs, and teach my management we have a employees would recommend the company to their male friends. Similarly, 93% of By endline, this share had increased to 90%. two kids as well..” balance of male and female.” employees, both men and women alike, would recommend the company to their female • Feeling safe at work: at the end of Waka Mere, none of surveyed employees reported friends. This is in stark contrast to the beginning of Waka Mere when only 59% of female Emily Houkeni that they did not feel safe at work as compared to 18% at the beginning of the initiative. Manasseh Taloafiri employees and 63% of male employees would do so. Manager, Solomon Islands HR Manager • SINPF is an employer of choice for both men and women: close to 100% of surveyed Solomon Islands Ports Authority is committed to: Ports Authority employees, both men and women, would recommend the company to either their SINPF male or female friends. Promoting women in leadership Solomon Islands National Provident Fund is committed to: Building respectful and supportive workplaces Building respectful and supportive workplaces Increasing opportunities for women in jobs traditionally held by men 30 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 31 Bradley Pitakaji, Solomon Airlines Committed to Action Solomon Airlines has prioritized SOLOMON AIRLINES staff safety and wellbeing through an all-encompassing violence policy > In 2017: 221 employees, of which 66 (30%) were women In a first for the region, the policy sets out a company position and > In 2019: 281 employees, of which guidelines on all forms of violence including domestic and sexual violence, 103 (37%) are women anti-bullying and harassment Solomon Airlines has made considerable progress in its policy development and implementation. For many staff, the process has helped them consider and understand the impact violence has not just on the workplace, but also, the wider community. Solomon Airlines is committed to providing a safe and secure organizational climate and workplace for all employees and considers all forms of violence unacceptable ” Solomon Airlines Violence Policy Solomon Airlines has played an active role in raising staff awareness of the Waka Mere initiative and policy changes. Their efforts have led to a dramatic increase in staff, Having this in the policy, particularly female staff’s perceptions of their employer and feeling comfortable in the I see that people are seeing workplace when it comes to challenging issues such as anti-bullying and harassment and the company in a different domestic and sexual violence. way… Now, I see that even Achievements under Waka Mere men are willing enough to • 92% of employees are aware of the impact of DV on the workplace come into my office and sit • The number of employees who believe there is adequate support and mechanisms there and just talk about in place for employees has doubled to 82%. what’s happening at home” • Almost 90% of employees now feel comfortable at work, a 20 percentage point increase Margaret Vatia • Almost 90% of staff feel comfortable to discuss workplace issues with their manager, Solomon Airlines an increase of 18 percentage points Solomon Airlines is committed to: Building respectful and supportive workplaces Increasing opportunities for women in jobs traditionally held by men 32 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 33 Increasing opportunities for women in jobs traditionally held by men Participating Companies: THE BUSINESS CASE Bulk Shop Solomon Islands Ports Authority Investing in opportunities for women in traditionally Guadalcanal Plains Palm Oil Ltd  Solomon Power male-dominated jobs such as technical roles, trades, and Hatanga SolTuna sectors such as engineering, construction, mining and National Fisheries Development other heavy industries makes business sense. Creating more gender diverse teams is good for safety, productivity, and innovation. Male-dominated occupations also tend Timeline of Activities to be higher paid than the traditionally female-dominated positions. Creating more opportunities for women in these • Launch of Waka Mere initiative occupations helps improve women’s earning capacity and Jul • Baseline Survey completed allows them to better support their families while improving 2017 Roundtable on opportunities for women in non-traditional jobs business outcomes. • Job Types identified for more female participation Seven Waka Mere companies signed up for the commitment to • Training - driver’s license [1] increase opportunities for women in jobs traditionally held by men. 2018 • Qualification - women obtained driver's license They have undertaken various initiatives to address gender-based • Waka Mere midline progress report job segregation, including: • Three additional companies introduced equal employment • Training - driver’s license [2] opportunities or nondiscrimination policy. As a result, 100 • Qualification - women obtained driver’s license percent of participating companies now have this policy in place. Jul 2019 • Training - driver’s license [3] • Five companies identified areas of skills shortages within the • Waka Mere ends business and supported female students to train in those areas, • Endline survey completed coupled with on-the-job training and placement opportunities. • Three companies trained existing female staff to take on jobs traditionally held by men. In other ports in other countries, women are seen driving the type of machines and equipment that we IFC and SICCI also supported participating companies to address have here. So you know, things have changed, times gender-based job segregation by facilitating driver’s licenses have changed, so why not?” training for female employees. Thirty-three women from Bulk Shop, BSP, Heritage Park, National Fisheries Development My family was really happy, especially my husband and my brothers James Gerea Limited, Solomon Islands Ports Authority, Solomon Power and as well, because my brothers already drove automatic vehicles, but General Manager, Corporate Services Solomon Water have at least received their provisional license me, I drive manual. So when I got into one of the Bulk Shop vehicles Solomon Islands Ports Authority with the majority completing practical driver training and and I drove back home, it was a big three ton truck, and they were receiving their driver's license. like, “Wow, Linda is that you in the three ton?” Linda Randeh Manager, Distribution Center, Bulk Shop 34 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 35 Committed to Action Change is difficult, and change is slow, but it’s been When it comes to gender equality, a really good start.” “Qualified women and men have equal access to jobs in all departments and in all job types in this company” good policy provides a guiding HATANGA Jay Bartlett Managing Director of Hatanga and Chair of Solomon TOTAL framework for best practice > 100 percent of female employees believe that their company Islands Chamber of Commerce & Industry Endline % % % genuinely supports equality In the traditionally male-dominated construction industry, Hatanga Baseline % % % between men and women Constructions are laying the foundation for a fair and equal work Increasing the number of women in jobs traditionally held by men (up from 83% at baseline) MALE environment for both women and men is difficult over a two-year period, particularly when there are few Endline % % % women trained for these roles. Nonetheless, some companies have Baseline % % % Hatanga has thoroughly incorporated gender equality through newly developed Human reported excellent progress including SolTuna, which increased the Resources (HR) policies and practice. By the end of the initiative, eight policies supporting FEMALE gender equality in the workplace were in place. number of women in technical roles such as carpentry, electrical, Endline % % % forklift driving, machine labelling, plumbing, and security from one Baseline % % % in 2014 to 53 in 2019. One of the things that was highlighted for us, is that there’s been a “Women and Men have equal access to training lot of gaps in policy to support women in the workplace. I think this Female employees from these companies have started noticing the and development in this company” program has highlighted that and has enabled the companies that have effort their companies are making to give equal access to job types participated to address some of those gaps in policy so that they can and training and development opportunities. This is demonstrated TOTAL Endline % % % address some of these gender issues” by remarkable changes in women’s perception from baseline to endline employee surveys on the opportunities available to them: Baseline % % % Jay Bartlett, Managing Director, Hatanga MALE • Equal access to jobs in all departments and job types: At The workshops were helpful Endline % % % Participating companies have been enthusiastic about the various mechanisms of support baseline, only half of the female workforce (54 percent) reported because they did it in a Baseline % % % to help them meet their commitments. Companies have also been vocal about the benefits that qualified men and women have equal access to jobs in all way where it related to the FEMALE and willing to share their own lessons learnt as part of the process. This commitment to departments and job types in their company. At endline, this workplace,which directly Endline % % % sharing the journey has been an important part of Waka Mere’s success. increased to 72 percent. applies to me. It’s more Baseline % % % Achievements under Waka Mere: • Equal access to training and development: At baseline, more practical to me… and it gives than one in five (21%) females reported that women and men Strong agree + agree During the Waka Mere initiative, Hatanga introduced five new policies: me confidence to do my work did not have equal access to training and development Neither agree or disagree • Equal Employment Opportunity (EEO) policy and/or Non-discrimination policy as an HR Manager.” Strongly disagree + disagree opportunities. At endline, only 15 percent reported this to be • Equal pay policy Janet Inito the case. The percentage of women who believe that men and • Anti-bullying policy HR Manager women have equal access to training and development went up • Anti-sexual harassment policy Hatanga from 69 percent to 85 percent. I am with the communications team, and we're doing • Domestic violence policy awareness in the communities and schools. I really need a Overall, the companies that have made this commitment are also Hatanga is committed to: driver’s license to do this work. So now, instead of disturbing playing an advocacy role by helping change mindsets. They serve as other work colleagues to drop me off, I can drive. I just have Building respectful and supportive workplaces agents of change by teaching women how to drive or having female to ask for the key and then I can do my job.” engineers or speaking publicly about the business value of women Increasing opportunities for women in jobs in male-dominated roles. Sophia Tango traditionally held by men Sophia Tango, Solomon Water 36 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 37 Committed to Action Committed to Action More women overall Solomon Power are elevating and more women in leadership NATIONAL FISHERIES DEVELOPMENT more women into leadership SOLOMON POWER Solomon Power is energising the and technical positions > In 2017: 363 Employees | 5% Female and technical positions nation and elevating women National Fisheries Development (NFD) are tackling their low female > In 2019: 489 Employees | 8% Female Solomon Power is committed to bringing about positive change > In 2017: 240 Employees | 22% Female staff numbers and ensuring women are provided with a supportive in their workforce by promoting gender equality > In 2019: 274 Employees | 19% Female workplace in which to excel Solomon Power committed to the Waka Mere initiative to address the low number of > Policies introduced during Waka women in their workforce and encourage female staff to progress further in their careers. Mere: domestic violence, Equal Through a range of corporate policies implemented with support from the Waka Mere Traditionally a male-dominated industry, Solomon Power had few women in leadership Employment Opportunity (EEO) initiative, NFD is seeing positive changes within their workforce and workplace culture. and equal pay and technical positions. Through Waka Mere, they have been able to change this. Though change can be slow, especially in a strongly male-dominated industry, early efforts have paid off and NFD plans to continue to build on the momentum of Waka Mere. We have focused on training, mentoring and succession planning to encourage more women to apply for these roles.” We want to develop an increasing number of heads of department Levan Respioh, Human Resources Manager and managers. We want a pathway for young women to be able to proceed on to higher positions in the company.” Achievements under Waka Mere: Frank Wickham, Managing Director, National Fisheries Development I was interested to do the Employees’ perception on equal access to all job types in the company and equal Achievements under Waka Mere: driving training because it access to training and development have improved remarkably: helps me when there’s work. • Equal access to all departments and job types in the company: 90% of surveyed • From 2 – 4 females in middle management/supervisor roles If we need to run things into employees believe they have equal access to all types of job at Solomon Power • From 4– 6 female Senior Managers (at baseline this proportion was only 77%). Women’s view changed so substantially: • From 0 – 3 females on board fishing vessels town… we can do it ourselves, at baseline, almost one in three women could not agree on this. At end line, this was As an Engineer… I manage • From 0 – 2 females in engineering department which helps make our work reduced to only 4%. much easier.” seven electricians, all Actions taken and benefits: • Equal access to training and development: at end line, 88% of women and 83% of men technical men. Management NFD have implemented: Andrea Ruth Ngengere reported that they have equal access to training and development at the company. training has changed the way • Policies that cater for female needs National Fisheries Actions Taken: I see things and the way I • A private room for females onboard fishing vessels Developments manage my team.” • Recruitment: all positions were opened up to both women and men • Corporate policies that are more family oriented • Gender sensitive role titles were introduced (e.g. a ‘Linesman’ became a ‘Line Mechanic’) Grace Kikiribatu Which has led to: • New focus on training and mentoring of female employees Manager • Greater respect for women in management and supervisor levels • Females were selected as part of the Graduate Trainee program • Male and female employees working more closely together • High school students (girls included) were selected as part of the Apprentice Program Solomon Power • More understanding that women can also do work that was traditionally done by men. Solomon Power is committed to: National Fisheries Developments is committed to: Promoting women in leadership Promoting women in leadership Building respectful and supportive workplaces Building respectful and supportive workplaces Increasing opportunities for women in jobs Increasing opportunities for women in jobs traditionally held by men traditionally held by men 38 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 39 4 | Cross-cutting Benefits of Waka Mere Improving human resource capacities Family-friendly initiatives While supporting the Waka Mere companies across the three Through Waka Mere, some companies also advanced family-friendly commitment areas, an opportunity was identified to improve the policies: At baseline, most companies (93 percent) had a maternity knowledge and experience of Human Resources (HR) managers leave policy, less than half (43 percent) had paternity leave policies, and their teams in relation to the design and use of human and none had any childcare support. During Waka Mere the resources policies. Building the capacity of HR managers and their following additional family friendly initiatives were introduced: teams was identified as an important part of ensuring sustainable • Bulk Shop established a health-care center, which provides health change through the Waka Mere Commitment to Action. care for employees and immediate family members. • In response, HR managers from seven companies completed • Solomon Islands National Provident Fund introduced a paternity training on the fundamentals of developing Human Resources leave policy. Policies, particularly as they relate to gender equality, and on • Solomon Islands Ports Authority implemented greater flexibility effective implementation of those policies. for female employees who have babies. Participating companies: Bank South Pacific, Hatanga, National • Solomon Power arranged transportation for employees’ children Fisheries Development, Solomon Airlines, Solomon Islands to get to school. National Provident Fund, Solomon Ports, SolTuna • SolTuna introduced a paternity leave policy and subsidized school fees for children (over two years old) of employees. Employees’ perceptions about working for their company also improved substantially, particularly among women. Employees felt that they had more flexibility to balance work and personal life At baseline, almost one in three employees (30 percent) — with more women (34 percent) than men (27 percent) — could not agree that they have flexibility for work-life balance. At endline, this proportion went down by half to 15 percent. Women’s perception changed considerably more than men’s, with 83 percent agreeing that they have adequate flexibility compared to only 57 percent at baseline. • Employees were more comfortable to recommend their company to both male and female friends: At baseline, 72 percent of I am going to coach two other women in my team, I believe employees would recommend their company to female friends and that what I have learnt in the management training, I can pass 76 percent would recommend to male friends. At endline, these on to these women.“ proportions increased to 84 percent and 86 percent, respectively. Regina Gatu Pokana Sustainability Manager, Guadalcanal Plains Palm Oil Limited 40 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 41 Freda Fa’aitoa HR Manager, Bank South Pacific Improving Business Outcomes “In this company, I have flexibility I need to balance my work and personal life” There are early indications that advancing gender equality TOTAL improves business outcomes through increased productivity Endline % % % and decreased absenteeism and staff turnover. Baseline % % % MALE SolTuna has reduced controllable absenteeism Endline % % % Baseline % % % by a third and halved turnover of staff. FEMALE Endline % % % Baseline % % % Other Waka Mere participating companies are also reporting benefits including: “I would recommend this company to my female friends” • improved employees’ attitudes and behavior including changing TOTAL gender norms related to the role of women and men at work Endline % % % and at home Baseline % % % • increased productivity and innovation, particularly of MALE staff who attended the ‘Certificate IV in Leadership and Endline % % % Management’ course Baseline % % % FEMALE Endline % % % We saved on costs. Costs for medical expenses. Costs Baseline % % % for transportation. And also, we saved on costs where staff have improved their performance. They were not absent anymore due to issues relating to family “I would recommend this company to my male friends” violence back at home.” TOTAL Endline % % % Freda Fa'aitoa Baseline % % % HR Manager, Bank South PacificManager MALE Endline % % % Baseline % % % FEMALE Endline % % % Baseline % % % Strong agree + agree Neither agree or disagree Strongly disagree + disagree 42 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 43 5 | Conclusion Waka Mere participating companies have demonstrated that it is possible to address prevailing social norms that prevent women and men from fully participating in the workforce by improving workplace gender equality. This benefits both employees and businesses: workplace gender equality helps individuals achieve their full potential and gives companies access to the person best suited for the job. Companies in Solomon Islands are now leading the way in creating more gender equitable workplaces. The Solomon Islands Chamber of Commerce is currently finalizing a plan to ensure there is continued support for member companies to deepen progress on gender equality in the workplace, whether they participated in Waka Mere or not. This initiative is likely to involve support for building a local market of experts and trainers on implementing a domestic violence policy, offering training and refresher training for domestic and sexual violence policy contact teams; at least annual offerings of leadership training; and Peer-to- Peer learning events for companies to share lessons on what works – and why it matters. The business case for gender equality has been clearly established. Companies are engaging in a multitude of initiatives to advance gender equality in their workplace and are advocating for more gender equal workplaces both locally and internationally. I have a lot of time for Waka Mere. I think it’s all very good and in places like Solomon Islands, which is a developing country, it’s very important.” Lily Lomulo HR Manager, Solomon Islands Tobacco Company 44 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT THE CONTEXT TO ACTION | 45 Junelyn Tanabose Security Manager Solomon Brewery Appendix 1 | Methodology To measure the impact of Waka Mere, two surveys (Human resources (HR) Survey and Employee Survey) were administered at the start and completion of the commitment with participating companies. BASELINE SURVEYS ENDLINE SURVEYS Two baseline surveys were administered by Waka Mere At the completion of the two-year commitment period, to participating companies (excluding SolTuna) between all Waka Mere companies were invited to complete the August and November 201715: same surveys that were administered during the baseline period. Fourteen participating companies completed the endline survey17 (including SolTuna) between May and The HR Survey was completed by August 2019. a representative of the human resources department of 15 participating companies. The HR Survey was completed by a representative of the human resources department of 14 participating companies. The Employee Survey was completed by 1,491 employees which represented 35 percent of the workforce across the 15 companies. The Employee Survey was completed 42 percent of respondents were female by 2,279 employees across 14 companies (including SolTuna), representing 35 percent of the total workforce across the Waka Mere companies. Forty-nine percent of respondents were women. 15 SolTuna, in addition to signing up for Waka Mere, was an IFC deep-dive client since 2015. The company undertook similar surveys in 2015 and therefore skipped the HR or Staff survey at baseline. The data collected in 2015 was used as baseline. The company completed the endline surveys together with other companies for this final report. 16 One company did not complete the endline survey. Another company underwent restructuring and put their participation on hold. Neither company is included in the endline results. 46 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 47 Appendix 2 | Detailed Timeline of Activities Commitment 1: Commitment 2: Promoting women Building respectful in leadership and supportive workplaces Solomon Islands Professional Women’s Network (SIPNET) Dec 2016 DSV Scoping Study and Feedback Dec 2016 launched by the Australian Minister for Foreign Affairs, Hon Julie Bishop. Launch of Waka Mere Initiative Jul 2017 Launch of Waka Mere Initiative Baseline Survey completed Jul 2017 Baseline Survey completed Management Briefing - Waka Mere Commitment to Action briefing on Commitment 2 (delivered to 11 companies) Certificate IV course in Leadership and Management completed SIPNET Forum - Why is DSV a Workplace Issue? Jul 2017 [Cohort 1] (delivered to staff from 12 companies) – DSV Policy Workshop – How to adapt and implement a policy to support staff affected by domestic violence Certificate IV course in Leadership and Management completed Jul 2017 (delivered to 12 companies) Dec 2017 [Cohort 2] (delivered to women from eight companies) – Dec 2017 Respectful Workplaces Training - one day training covering business case, policy and assertive communication. (delivered to 21 line managers from three companies) Improving Human Resource Capacities – two day practical training delivered to HR managers of nine Waka Mere companies on HR policies and practice Jan 2018 DSV Contact Team Training [1] - DV Contact teams to build capacity of staff acting as first points SIPNET event - International Women’s Day breakfast (with 143 women of contact for staff affected by domestic violence. – Jun 2018 SIPNET event - Roundtable: ‘Challenges and Opportunities as Jan 2018 DSV Service Provider Forum – with DV contact teams from participating companies and 20 staff from Women Business Leaders in Solomon Islands’ hosted by DFAT – 10 DV service providers including: National Referral Hospital, Police, Public Solicitors Office, SAFENET, SIPNET event - ‘Career Planning’ hosted by Solomon Power Jun 2018 Seif Pleis, and Social Welfare Monitoring & Evaluation Workshops – on domestic violence policy and M&E (delivered to representatives from company DV contact teams from nine companies) Waka Mere midline progress report completed Jul 2018 – SIPNET event - working meeting to establish working committees Waka Mere midline progress report completed Dec 2018 SIPNET event - on ‘Domestic Violence’ Respectful Workplaces Training [2] - delivered at Solomon Power on including: SIPNET event - nominations of two women to the SICCI board Jul 2018 Senior Management Briefing, Training for Line Managers and Training of Trainers – Dec 2018 DSV Contact Team Training [2] - of Contact Teams from five companies to build capacity of staff acting as first Changing Workplace Behavior Forum – held with participating companies points of contact for staff affected by domestic violence. on lessons learned through Waka Mere. Seven companies presented on their 16 days of activism online campaign including the launch of animation on ‘Addressing violence in the workplace.’ progress under each of the Waka Mere commitment areas. The forum was attended by 25 companies. Jan 2019 Report released - The Impact of Domestic and Sexual Violence on the Workplace in Solomon Islands from SIPNET event - ‘Domestic Violence and Work’ - led by IFC in – staff surveys conducted with nine companies. Results were presented to Waka Mere companies and other conjunction with Solomon Airlines Jul 2019 Jan 2019 members of SICCI at a launch event. SIPNET event - ‘Mere Care’, a local health service focused on – women’s health needs, hosted by Solomon Power Forum - Effective Workplace Communications on Domestic Violence with Waka Mere companies that have Jul 2019 completed the training on the domestic violence policy. Certificate IV course in Leadership and Management [Cohort 3] (delivered to women from five companies) Awareness raising sessions Waka Mere ends Waka Mere ends Jul 2019 Jul 2019 Endline survey completed Endline survey completed 48 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 49 Future leaders: Ruth Maetala taking her granddaughter to kindergarten in Honiara Commitment 3: Increasing opportunities for women in jobs traditionally held by men Launch of Waka Mere Initiative Jul 2017 Baseline Survey completed Roundtable - IFC hosted discussion with four companies to discuss Jul 2017 opportunities for women in non-traditional jobs. – Job types identified - key jobs were selected where participating companies would like Dec 2017 to see more women included. Initial focus on more women getting qualified to drive heavy vehicles such as trucks Jan 2018 Training - driver’s license – delivered to [cohort 1] – Three companies co-sponsored female staff to obtain their driver’s license, Jun 2018 the first step towards training women to operate heavy vehicles Jul 2018 Waka Mere midline progress report completed – Dec 2018 Qualification - women from three companies obtain their provisional driver’s license Jan 2019 Training - driver’s license – delivered to [cohort 2] – Qualification - 10 women from two companies obtain their driver’s license Jul 2019 Training - driver’s license – delivered to [cohort 3] Waka Mere ends Jul 2019 Endline survey completed 50 | WAKA MERE FINAL REPORT - NOVEMBER 2019 WAKA MERE COMMITMENT TO ACTION | 51 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 52 | WAKA MERE FINAL REPORT - NOVEMBER 2019