High production targets make it difficult for the management to create and carry out sustainable activities or programmes,

- Rahma explained.

Rahmawati has worked 10 years at PT. Hop Lun Semarang, Central Java, as the head of the sustainability department for manufacturing and exporting of women’s clothing As part of the management, Rahma's department is in charge of developing a non-production programme to improve employees’ welfare. She used to organize standalone activities that provided basic health information to employees, such as first aid, communicable diseases, and non-communicable diseases. The participants of such activities were also limited to pregnant employees. “High production targets make it difficult for the management to create and carry out sustainable activities or programmes," Rahma explained.

After participating in the Women’s Health and Well-Being (WEALTH) programme in September 2021 held jointly by the H&M group, United Nations Population Fund (UNFPA), and Indonesian Planned Parenthood Association (PKBI) DKI Jakarta, PT. Hop Lun management became aware of the benefits of improving employees’ knowledge on health and related issues such as reproductive health and rights, and gender equality. Promoting equality and providing essential health and wellbeing knowledge for all employees equally, the WEALTH programme also helped PT. Hop Lun increase productivity.

After gaining understanding through WEALTH, employees began to improve their attitude and be more mindful of their words so that they don't hurt others and bully those who are outspoken.

Rahma is glad that the education materials provided by the WEALTH programme were more enriched than those previously offered to employees. The training did not only disseminate information on diseases and  medical issues, but also  health rights, bodily autonomy, gender equality, and interpersonal communications. From the management side,  Rahma has seen  relatively visible changes in the employees who participated in the programme and became WEALTH trainers. They are more confident and brave to speak their minds.

The WEALTH programme also helped create a conducive, safe, and comfortable work environment in the factory. Rahma used to observe that some of fellow employees often commented on other people's bodies and bullied their coworkers inadvertently. "After gaining understanding through WEALTH, employees began to improve their attitude and be more mindful of their words so that they don't hurt others and bully those who are outspoken."

Rahma and her team also had the opportunity to develop and review programmes and policies at the factory that can increase employee awareness in maintaining health, increasing productivity, and building equality in the factory environment. The management and trainers are currently expanding the delivery of the WEALTH programme information and education materials to all factory employees. 

Rahma and her team have started to organize  activities that coincide with important and relevant national and international commemorations such as a seminar on Breast Cancer Day in November and IVA (cervical cancer test) and HIV testing on World AIDS Day in December. Health checks are a critical part of the WEALTH programme in addition to the employee training delivered by team leaders in each department. 

The WEALTH programme also helped the management in developing programmes and adopting policies onnon-discriminatory practices and prevention  of bullying and violence at the factory. Employee productivity can be increased by keeping the worker healthy. 

Rahma is glad with the changes brought by the WEALTH programme to the factory. In the future, she hopes to focus on improving the capacity and skills of the trainers in conveying information and facilitating training.