Disabled Women in Indonesia Face Compounded Workplace Vulnerabilities

Female workers with disabilities in Indonesia are disproportionately vulnerable in the workplace, facing a "layered vulnerability" that includes exclusion, discrimination, and harassment. Rina Prasarani, Chair II of Advocacy and Awareness Improvement at the Indonesian Women with Disabilities Association, stated that these women often encounter multiple forms of discrimination. This is compounded by protection systems that are not inclusive and do not adequately address the complex risks they face. Prasarani explained that these women experience a dual layer of discrimination: first, within a patriarchal cultural context, and second, as individuals with disabilities.

“

Generally, female workers with disabilities in Indonesia are still in a state of layered vulnerability.

Prasarani highlighted that many companies hire women with disabilities primarily to fulfill legal quotas or for public relations purposes, rather than genuinely committing to creating inclusive work environments. This often results in workplaces lacking robust, inclusive systems and protections. She pointed out that in cases of sexual violence or harassment, female workers with disabilities are often in the weakest position and are the easiest to dismiss. Unilateral termination of employment is a common method used to remove them when workplace issues arise, demonstrating they are viewed as disposable commodities rather than individuals whose labor rights are protected by law.

“

First, in a patriarchal culture, and second, as individuals with disabilities.

Ninik Heca, Program Officer at Sasana Inklusi dan Gerakan Advokasi Difabel (SIGAB) Indonesia, added that the inaccessibility of workplace protection systems, before, during, and after incidents of sexual violence, further contributes to the layered vulnerability of female workers with disabilities. Heca stressed that safeguarding responsibilities should not solely rest on individuals with disabilities. The primary responsibility lies with the state, companies, and employers. Yustitia Arief, Director of Disability Inclusion Advocacy, concurred, identifying two key variables in the workplace, those that influence and those that are influenced, that contribute to this layered vulnerability. These variables must be examined through the lens of written policies established by employers, including the presence and dissemination of anti-harassment policies and the existence of prevention task forces.

“

Instead of being treated as human beings whose labor rights are protected by law.