Labour standards

The group takes seriously its duty to protect and respect the human rights of any person affected by its operations and is committed to adhering to the core conventions of the International Labour Organisation’s Fundamental Principles and Rights at Work, as well as Indonesian labour regulations and the provisions of the Modern Slavery Act 2015. The policy on human rights is displayed at every work site in order to communicate the group’s commitments in this regard to employees at every level.

REA’s minimum wage for both casual and permanent male and female employees is in line with the minimum monthly wage for the district of Indonesia where they work. REA strictly enforces its policy not to employ anyone under the age of 18 by checking the identity cards, school certificates and family registration information for each new employee. Employees are not required to deposit identity cards, insurance cards or money and are provided with clear terms of employment, which include pre-agreed notice periods. REA respects the right of employees and contract workers to form or join trade unions and bargain collectively, in accordance with national and international regulations.

REA’s policy includes a commitment to promote diversity and equality in the workplace and states clearly that discrimination based on age, disability, ethnicity, gender, marital status, political opinion, race, religion or sexual orientation will not be tolerated; 40 ethnicities and 5 religions are represented in the group’s workforce.

The group pays careful attention to the gender balance within its workforce. Women account for 27% of REA’s workforce, including 17% of the management team.

   2018 2017
    Number of male staff   Number of female staff   Number of male staff   Number of female staff 
  Directors 4   2   4   2  
  Management 64   13   66   13  
  Rest of workforce 6,895   2,562   7,670   3,214  
  Total 6,963   2,577   7,730   3,229  

To drive and improve gender diversity in the workplace REA is working to address some of the gender stereotypes that fuel this. In line with the requirements of the RSPO, a gender committee has been established. The committee’s members are managers and staff with relevant knowledge and expertise to advise on and help implement the group’s policy with respect to equality and diversity. In collaboration with the human resources department, the committee considers relevant changes in regulatory guidance and recommends policy changes accordingly. Through sub-committees at the estates and in the mills the committee seeks to ensure equality of opportunity and treatment at all levels in the group.