INCREASE WOMEN LEADERS AS A CORPORATE PERFORMANCE DRIVERS IN BUILDING MATERIAL COMPANY

Abstrac: SDG 5, or Sustainable Development Goal 5, is one of the 17 goals established by the United Nations in 2015 as part of the 2030 Agenda for Sustainable Development. SDG 5 grants women and girls equal rights and opportunities to live free without discrimination, including workplace discrimination, career opportunities, and violence. The achievement of SDG 5 is critical to creating a sustainable future where women can contribute to society without fear of discrimination. The problem statement in this research is what key success, motivation, and competency are needed for women to become leaders, there are a constraint and perceptions about women that can be barriers to becoming a leader, how support system can help women to become leaders, women have limitations in their career development. The dependent variable in this study is the "Leadership" driver and the independent variables in this study are the "General/Key Success", "Motivation", "Ability", "Role", "Situational" and "Constraint" drivers. Situational Factors, constraints, general/key success and abilities significantly influence women's leaders. To increase women's leadership at SIG, the things that need to be improved are: create a women's leadership program at the age of 30s by increasing the competencies that are important for women to improve, provide facilities for women employees, so that their obstacles can be minimized, such as daycare, breastfeeding rooms, etc., increase women's confidence to show their abilities, increasing women's motivation in self-actualization, improving the support system for women from family


INTRODUCTION
SDG 5, or Sustainable Development Goal 5, is one of the 17 goals established by the United Nations in 2015 as part of the 2030 Agenda for Sustainable Development.SDG 5 focuses on gender equality and empowering all women and girls.Achieving gender equality and empowering all women and girls is the target of SDG (Sustainable Development Goal) 5. SDG 5 grants women and girls equal rights and opportunities to live free without discrimination, including workplace discrimination, career opportunities, any violence.The achievement of SDG 5 is critical to creating a sustainable future where women can contribute to society without fear of discrimination.
Sustainability has become a term that is commonly used today.It is matters.Humans are starting to realize the need for balance between living in the present and in the future.Some natural resources, e.g., Fossil fuels, are limited and non-renewable natural resources.Then, there is also the issue of climate change which has the potential to pose risks.To ensure the availability of natural resources for all humans in the future, every human being needs to manage natural resources wisely and mitigate risks related to climate change.With climate change becoming increasingly real, Indonesia realizes its role and potential to contribute to global efforts to combat climate change.
PT Semen Indonesia (Persero) Tbk "SIG" is Indonesia's largest building material company, controlling approximately 50% market share.SIG is committed to increasing the role of women in the company.SIG Commitment is given by providing equal opportunities regardless of gender for career development in the company according to competence and performance achievements.Female Talent is one of the sustainability targets of SIG that is aligned with SOE's ministry target.SIG shows a commitment to achieving gender equality and empowering all women employees.Same with the target of SDG (Sustainable Development Goal) 5. SDG 5 grants women and girls equal rights and opportunities to live free without discrimination, including workplace discrimination, career opportunities, any violence.
SIG's commitment simultaneously supports achieving the Sustainable Development Goals (SDGs), the fifth goal of which is gender equality.SIG is committed to creating a healthy and conducive work environment to encourage the best talents to develop optimally in the company regardless of gender differences and prevent discrimination.This also aligns with the main values of SOEs, AKHLAK (Trusted, Competent, Harmonious, Loyal, Adaptive, and Collaborative).Female employees in SIG who can show the best performance in the company and develop competence continuously will open career opportunities regardless of gender.One of the BOD in SIG is a woman (Operation Director).This is evidence of affirmative action from management in supporting the realization of equality in leadership.
SDG 5, or Sustainable Development Goal 5, is one of the 17 goals established by the United Nations in 2015 as part of the 2030 Agenda for Sustainable Development.SDG 5 focuses on gender equality and empowering all women and girls.Achieving gender equality and empowering all women and girls is the target of SDG (Sustainable Development Goal) 5. SDG 5 grants women and girls equal rights and opportunities to live free without discrimination, including workplace discrimination, career opportunities, any violence.
Based on The letter was published by Minister of State Owned Enterprises as SOEs shareholder.S-683/MBU/10/2022, There are KPI & Initiative Strategic for sub cluster cement company "SIG" "Ratio Women in the nominated talent, These KPIs support the S pillars of ESG".As shown above, it can be seen that the Ratio of Women Leaders (BOD-1) at SIG is still relatively small, namely as much as 0.2%.Furthermore, the ratio of the number of female talents (BOD-1) at SIG is also still low at 3.4% in 2023 from the target of 20% annually.If seen from the graph above, it can be seen that there has been a decline from 2020 to 2023.With some of the data above, the problem statement in this research can be formulated as follows:: 1. What key success, motivation, and competency are needed for women to become leaders 2. There are a constraint and perceptions about women that can be barriers to becoming a leaders 3. How support system can help women to become leaders Women have limitations in their career development.

RESEARCH METHODOLOGY
The research method conducted in this study uses a quantitative approach.In this study, the data collection used was as follows: 1. Questionnaire This study used questionnaires or questionnaires, and the list of questions was made in a structured manner in the form of statements.This method is used to obtain data on the facts that happened to the respondent.

Secondary Data
Secondary data is collected from internal data and other relevant sources.
Conditions related to each driver will be discussed next.

Instrument Validity and Realibity Test
To ensure the validity and reliability of the instrument, before the implementation of filling out the instrument by the respondents, the instrument was tried out first.While the reliability test is used to test the instrument's consistency if the data collection activity is carried out repeatedly.

Discussion
From the research results obtained, the: 1. Situational Factors, constraints, general/key success, and abilities significantly influence women's leaders.2. To increase the key success of women to become company leaders is to increase the competencies such as detail-oriented, micro-management, business acumen, confidence building, cultivating network and partnership, strong commitment, learning agility, good communication, decision making, critical thinking, caring leadership.3. The women's leadership program is also considered important as a key success factor and situational factor for increasing women leaders in the company.4. The biggest obstacle of women to become leaders is that the family/husband demands greater responsibility for the family and women delay their careers when they have toddlers.5. To become leaders, women must have extra effort and increase confidence because they are shy about showing their ability.

CONCLUSION
As the table of linear regression results that have been done, it can be seen that Situational Factors, constraints, general/key success followed by abilities significantly influence women's leadership.
Figure 11 The conclusion from the results of this study also resulted in several recommendations, including: 1. Create a women's leadership program at the age of 30s by increasing the important competencies for women to improve.
2. Provide facilities for women employees, so that their obstacles can be minimized, such as daycare, breastfeeding rooms, etc.
3. Increase women's confidence to show their abilities.
5. Improving the support system for women from family.

Figure
Figure I. Shareholder's Aspiration

Figure 4
Figure 4 Average value of Common driver

Figure 5
Figure 5 The average value of the Driver Motivation indicator

Figure 6
Figure 6 The average value of the Driver Ability indicator

Figure 7 .
Figure 7.The average value of the Driver Role indicator

Figure 8 .
Figure 8.The average value of the Social driver indicator

Figure 9 .
Figure 9.The average value of the Constraint driver indicator

Figure I0 .
Figure I0.The average value of the Constraint driver indicator

Table 1 .
Validity and Realibility test