Siannie Widjaja talks about her journey as a female CEO and her success in boosting Tigaraksa’s productivity by implementing workplace policies based on merit and gender equity.
Chapter: New ways of working
About: Siannie Widjaja is the CEO of PT Tigaraksa Satria Tbk, a publicly listed company focused on distribution. She has expanded and collaborated with affiliated companies involved in both consumer goods distribution and related business activities.
What policies has Tigaraksa implemented to make the company more equitable and inclusive for all employees?
Since 2005, Tigaraksa has transformed the company into a more performance-based organization, assessing all employees by measurable goals. Everyone has a KPI to achieve, so for us, it’s not important for them to be present from 8 to 5 as long as they can achieve their KPIs. This was evident with the work-from-home (WFH) schemes during the pandemic. For example, our sales team never came to the office, but they were never late in reporting, and they met their targets. We treat our employees as precious assets, so their health is our ultimate priority.
“Tigaraksa operates as a performance-based company. Employees are evaluated not by their physical presence but by whether they achieve their targets.”
Tigaraksa is also very open in terms of internal communications. Our leadership team empowers our employees: encouraging people to take a stand, and we have open communications within our teams. Everything has to go both ways, not just in one direction.
In terms of equity and inclusion, our HR team tries to accommodate the diverse needs of our employees across all levels of our organization—not only gender, but also all ethnic, religious, and socioeconomic backgrounds.
What qualities can women work on developing to become leaders?
Female talent wants to contribute at work in addition to having other roles such as being a mother or a wife, but the motivation at work is often about more than money. They also seek self-actualization. For example, I was named businesswoman of the year two years in a row. For me, this kind of recognition is very motivating. Of course, some women are motivated by finances, but most are actually working for selfactualization and want some form of recognition.
"Getting special recognition is important, especially for women who make major contributes. This can make them more passionate about their work.”
What do you think are the most outstanding qualities of female leaders compared with men?
As we all know, each gender has its own strengths and setbacks. I think by nature, women are more empathetic, while men tend to be more logical in terms of their ways of thinking. That doesn’t mean women don’t use logic, but the heart is also at play. Most women are naturally gifted with a sense of motherhood, so they tend to be good listeners and multitaskers. These qualities can make women more caring and sensitive to the needs of others compared with their male counterparts.
In your opinion, what does it take for female leaders to become role models?
First, we have to walk the talk. Being a role model will follow. If I work from the middle as a peer, I can motivate my team from there. I encourage and empower the team to move forward, sometimes offering direction and taking the lead. But I also want to be friends so we can discuss ideas casually and comfortably.
“For me, nobody’s smarter than anyone else. We’re all learning during our discussions as new ideas emerge. That’s a mindset I’ve always applied to my teams.”
Do you think these new ways of working will help the company retain more women who are juggling so many things?
Yes, I believe that offering WFH options will expand our ability to retain more female employees. This is a convenience that gives our employees more flexibility. Yes, she might work unusual hours, but she can still take care of her child and do other household chores. In fact, women tend to do more multitasking work than men, so they might actually be more productive when they are working from home. Nowadays, meetings can be back-to-back or at night since we can meet from the comfort of our homes and not have to commute to the office. This has led to greater productivity.
What are some initiatives that can attract female talent in a male-dominated industry?
At Tigaraksa, women and men are considered equal. But for women who want to work, especially in certain positions, we must pay closer attention, especially in leadership roles. We are open to many female talents with big ambitions. We’re actually training them by offering a variety of programs and providing many opportunities to lead projects. I believe that by supporting women with the appropriate programs and policies, it won’t take long before the good ones get promoted.
We have also noticed that many women are very ambitious. As a result, we’ve created the “Let’s Improve Innovation Award” program, which is open to all levels and all genders. Many of the winners have been women, even from the supervisor level, and winning that award makes them feel appreciated.
“Women are not inferior to men. In fact, they have unique advantages in their ways of working.”
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