Page 193 - Demo

Upstream tidak ada yang mempengaruhi secara signifikan maupun menimbulkan perselisihan dengan masyarakat adat. Pada tahun 2023, tidak terdapat insiden yang berkaitan dengan pelanggaran terhadap hak-hak masyarakat adat.PHE Subholding Upstream mendukung penerapan uji tuntas HAM sejalan dengan pilar kedua United Nations Guiding Principles on Business and Human Rights (UNGP). Secara bertahap, Perusahaan akan melakukan uji tuntas HAM secara mandiri dengan pendekatan pada indikator-indikator dalam Penilaian Risiko Bisnis dan HAM (PRISMA) yang ditetapkan Direktorat Jenderal HAM Kementarian Hukum dan HAM. Penilaian mandiri PRISMA telah dilakukan dan berhasil mendapatkan Predikat Hijau dengan skor 111. Penilaian PRISMA bertujuan untuk mengkaji, menganalisis, dan memitigasi risiko-risiko HAM yang mungkin muncul dalam kegiatan bisnis Perusahaan dilihat dari beberapa aspek meliputi Profil Perusahaan, Kebijakan HAM, Dampak HAM, Mekanisme Pengaduan, Rantai Pasok, Tenaga Kerja, Kondisi Kerja, Serikat Pekerja, Diskriminasi, Privasi, Lingkungan, Masyarakat Adat, hingga Tanggung Jawab Sosial.significantly affected or caused disputes with indigenous peoples. In 2023, there were no incidents related to violations of indegenous peoples' rights.PHE Subholding Upstream supports the implementation of human rights due diligence in line with the second pillar of the United Nations Guiding Principles on Business and Human Rights (UNGP). Gradually, the Company will conduct human rights due diligence independently by approaching the indicators in the Business and Human Rights Risk Assessment (PRISMA) set by the Board of Directors General of Human Rights of the Ministry of Law and Human Rights. PRISMA's self-assessment has been conducted and successfully obtained the Green Predicate with a score of 111. PRISMA assessment aims to assess, analyze, and mitigate human rights risks that may arise in the Company's business activities in terms of several aspects including Company Profile, Human Rights Policy, Human Rights Impact, Complaint Mechanism, Supply Chain, Manpower, Working Conditions, Labor Union, Discrimination, Privacy, Environment, Indigenous Peoples, to Social Responsibility.KEBERAGAMAN, KESEMPATAN YANG SETARA DAN TANPA DISKRIMINASIDIVERSITY, EQUAL OPPORTUNITY AND NON-DISCRIMINATION [OJK F.18][GRI 3-3, 202, 405, 406]Prinsip kesetaraan dan non-diskriminasi di tempat kerja merupakan prinsip dasar ketenagakerjaan yang juga sudah termuat dalam Undang-Undang No. 13 Tahun 2003 tentang Ketenagakerjaan. Pada dasarnya, prinsip ini bermaksud untuk menjunjung harkat dan martabat manusia dalam mewujudkan keadilan sosial dan ekonominya (SDGs 5.1, 5.5, 8.5, 10.2). Perusahaan berkomitmen untuk membangun lingkungan kerja yang mengedepankan kesetaraan, keberagaman, dan kepatuhan terhadap regulasi yang berlaku. Perusahaan terus menggaungkan prinsip kesetaran ini kepada seluruh Insan PHE Subholding Upstream dengan memberikan sosialiasi baik secara langsung maupun tidak langsung seperti pengumuman massal terkait Respectful Workplace Policymelalui media elektronik dan sosial. Selama tahun pelaporan, tidak terdapat insiden diskriminasi terhadap Insan PHE Subholding Upstream. Oleh karena nihil kasus, maka tidak ada remediasi yang sedang maupun telah diterapkan. [GRI 406-1]Perusahaan juga memperlakukan pekerja wanita setara dengan pekerja pria. Hingga tahun 2023. Perusahaan telah mempekerjakan 13,40% pekerja wanita dengan 13,94% menduduki posisi manajerial dan Perusahaan berusaha meningkatkan persentase ini melalui beberapa strategi seperti pemetaan talenta pekerja wanita untuk diberikan upskilling terkait leadership dan coaching. [GRI 405-1]The principle of equality and non-discrimination in the workplace is a basic principle of employment which is also provided for in Law No. 13 of 2003 concerning Manpower. Basically, this principle aims to uphold human honour and dignity in realizing social and economic justice (SDGs 5.1, 5.5, 8.5, 10.2). The Company is committed to building a work environment that prioritizes equality, diversity, and compliance with applicable regulations. The Company continues to disseminate this principle of equality to all PHE Subholding Upstream personnel directly or indirectly such as mass announcements related to the Respectful Workplace Policy through electronic and social media. During the reporting year, there were no incidents of discrimination against PHE Subholding Upstream personnel. As there have been no cases, no remediation is being or has been implemented. [GRI 406-1]The Company also treats female employees, equally to male employees. Up to 2023, the Company has employed 13.40% female employees with 13.94% of them occupying managerial positions and the Company is trying to increase this percentage through several strategies such as mapping the talents of female employees to be provided with upskilling related to leadership and coaching. [GRI 405-1]PT Pertamina Hulu Energi %u2022 Sustainability Report 191