USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT OCTOBER – DECEMBER 2020 Task Order No

USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT OCTOBER – DECEMBER 2020 Task Order No. AID-497-TO-17-00001

This publication was produced by the USAID MITRA KUNCI INITIATIVE under Youth Power: Implementation IDIQ Contract AID-OAA-I-15-00014 at the request of the United States Agency for International Development. This document is made possible by the support of the American people through the United States Agency for International Development. Its contents are the sole responsibility of the author or authors and do not necessarily reflect the views of USAID or the U.S. Government.

USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT OCTOBER - DECEMBER 2020 Task Order No. AID-497-TO-17-00001

Program Title: USAID Mitra Kunci Initiative Sponsoring USAID Office: USAID/Indonesia Task Order Number: AID-497-TO-17-00001, under Youth Power IDIQ Contract AID-OAA- I-15-00014 COR: Ester Manurung Contractor: DAI Global, LLC Status: First submission Date of Publication: January 30, 2021

Cover picture (Top Left – Right Bottom):

Mitra Kunci’s Deputy Chief of Party Muhammad Hudallah (left) delivering his presentation on community-led BLKs during the coordination meeting hosted by the Ministry of Manpower in Padang, West Sumatra, December 4.

Accor Hotels Indonesia Director of Talent and Culture Faris Setiabudi delivering his presentation during the online event to promote the Guide to Equality and Inclusivity at the Workplace with Accor Hotels Indonesia on Thursday, December 3

Deputy Director of Human Capacity and Partnership USAID/Indonesia Peter Novak delivering his opening remark, at the online event with Accor Hotels Indonesia, December 3

Hamzah shared his experience of working at BCA as an employee with a physical disability during the presentation and discussion session on the Guide to Equality and Inclusivity in the Workplace for BCA employees on November 24.

CONTENTS

ACRONYMS AND ABBREVIATIONS ...... 5 EXECUTIVE SUMMARY ...... 6 RINGKASAN EKSEKUTIF ...... 9 1. PROJECT OVERVIEW ...... 1

1.1. KUNCI/MITRA KUNCI OVERVIEW ...... 1

1.2. MITRA KUNCI ...... 2 2. PROGRESS TOWARDS EXPECTED RESULTS ...... 5

2.1. Task I: Partnership Mapping and Baseline Information Collection ...... 5

2.2. Task II: Management of Non-U.S. Led Project Implementers ...... 5 2.2.1. Coordination meetings ...... 5 2.2.2. Quarterly Monitoring Visits to PIs and Partners ...... 6 2.2.3. Technical assistance for partners...... 6

2.3. Task III: Provision of Technical Assistance to Key Stakeholders, Partners, and Non-US Led PIs ...... 6 2.3.1 Continue development of Road Map and Business Model for Community BLKs ...... 6 2.3.2 Support the development of a Platform for Community BLKs ...... 7 2.3.3 Workshop for a Community BLK Road Map platform ...... 7 2.3.4 Launch of the platform for Community BLKs and training in its use ...... 7 2.3.5 Continue to Develop Advocacy Network to Promote Inclusive Workforce Development ...... 7 2.3.6 Series of Strategic Meetings to scale up programs in Mitra Kunci provinces ...... 8 2.3.7 National Strategic Meeting to scale up programs ...... 9

2.4. Task IV: Partnership Engagement and Knowledge Sharing ...... 11 2.4.1. Implementation of the Mitra Kunci Communication Strategy ...... 11 2.4.2. Regular series of Kunci Coordination Meetings ...... 12 2.4.3. Regular series of Provincial Kunci Coordination MeetingS ...... 13 2.4.4. Advocacy for regional planning and budgeting processes ...... 13 2.4.5. Monitoring and Evaluation Technical Assistance FOR Partners ...... 13 2.4.6. Content Creation and Social Media Workshop for Universities ...... 14

2.5. Task V: Leverage Public and Private Sector Resources ...... 15 2.5.1. Equipping University Students with Entrepreneurship Skills ...... 15 2.5.1.1 Hosting a Series of Coordination Meetings with MoEC and Higher Education Institutions to sustain KKN/PKL-TKWU ...... 15 2.5.1.2 Development of e-Learning platform for KKN/PKL TKWU ...... 17 2.5.1.3 Workshop to Strengthen Penta Helix KKN/PKL-TKWU for Universities and Polytechnics ...... 18 2.5.2. Engaging the private sector to improve GESI and Inclusive Workforce Development...... 18 2.5.2.1 Coordination and cooperation with DPP APINDO to promote IWD ...... 18 2.5.2.2 Coordination and Cooperation with TVET institutions in three provinces ...... 18 2.5.2.3 Coordination and Cooperation with Private Sector in three provinces ...... 19 2.5.2.4 Dissemination of GESI Guideline for private sector partners ...... 19 2.5.2.5 Training workshop to develop a team of GESI facilitators in the private sector...... 20 usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 2

2.5.2.6 Mentoring on the implementation of GESI Action Plans for companies ...... 20 2.5.2.7 Facilitating youth councils for PYD advocacy team ...... 20

2.6. Task VI: EMPLOYMENT AND ECONOMIC EMPOWERMENT OF PERSONS WITH DISABILITIES ...... 20 2.6.1 Gather Accurate Data On Persons With Disabilities At The Community Level ...... 21 2.6.2 Expand Access To Data On Internships, Jobs, And Entrepreneurship Opportunities ...... 21 2.6.3 Expand Access To Startup Capital For Entrepreneurs ...... 22 2.6.4 Empowering Of Disabled Persons Organizations (DPO) At The District Level ...... 22 2.6.5 Facilitate Multi-Stakeholder Coordination ...... 23 2.6.6 Inclusive Guidelines For TVET And Private Sector ...... 24 2.6.7 Inclusive Corporate Social Responsibility (CSR) In The Private Sector ...... 24 2.6.8 Awards For Inclusive Champions, Companies And Organizations ...... 24 2.6.9 Expand Inclusive Workforce Development Champions Among Partners ...... 25

2.7. Project Implementer Results...... 25 2.7.1. Follow up on SINERGI activities in Central Java ...... 25 2.7.2. PROGRESIF ...... 26 2.7.3. APINDO ...... 31 3. FEATURE STORY ...... 32 4. CHALLENGES AND SOLUTIONS ...... 33 5. PERSONNEL AND OPERATIONS ...... 34 6. MONITORING AND EVALUATION RESULTS ...... 36 7. ACTIVITY LOCATION DATA ...... 47 ANNEX 1. KUNCI PARTNERS MAP AND DISTRICTS ...... 49 ANNEX 2. MITRA KUNCI RESULTS FRAMEWORK ...... 50 ANNEX 3. MITRA KUNCI PERFORMANCE INDICATOR TRACKING TABLE ...... 51 ANNEX 4. MEDIA COVERAGE ...... 59 ANNEX 5. COMPANIES PARTICIPATING IN WORKFORCE DEVELOPMENT PROGRAMS ...... 60 ANNEX 6. DRAFT ROADMAP FOR COMMUNITY BLKS 2020-2025 ...... 65 ANNEX 7. INSTRUMENT OF EQUALITY AND INCLUSIVENESS IN THE WORKPLACE ...... 66 ANNEX 8. SINERGI DELIVERABLES ...... 73 ANNEX 9. SOCIAL MEDIA STATISTICS...... 77 ANNEX 10. EEE PWD PROJECT ...... 80

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TABLES AND FIGURES

Table 1 – Mitra Kunci Partners and Their Expected Results 4 Table 2 – Coordination Meetings with Universities 6 Table 3 – Community BLK Roadmap Book 7 Table 4 – Data on PWD 21 Table 5 – PROGRESIF deliverables 26 Table 6 - PROGRESIF Indicators: Targets and Achievements 26 Table 7 – COVID-19 in the World Trade Center Complex, October- December 2020 33 Table 8 – New Hires for the EEE-PWD Project in East Java 35 Table 9 – Staff Changes 35

Figure 1 Quality Control Process for Knowledge Management Product 12 Figure 2. Service Providers Trained Who Serve Vulnerable Persons 37 Figure 3. Tertiary Education Institution Receiving Capacity Development Support With Usg Assistance 38 Figure 4. Institutions Adopting Improved Workforce Development 39 Training Curriculum 39 Figure 5. Individual Accessing Mitra Kunci Program Activities 40 Figure 6. Individual Who Have Completed The Training Series, Improved Skills, And Got New Or Better Employment 41 Figure 7. Number Of Youth Reporting Increased Self-Efficacy At The Conclusion Of USG Assisted Training/ Programming 45 Figure 8. Number Of Youth Trained In Social Or Leadership Skills Through USG Assisted Programs 46 Figure 9. Number Of Companies Participating In Workforce Development Programs 47

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ACRONYMS AND ABBREVIATIONS

APINDO Assosiasi Pengusaha Indonesia, the Indonesian Employers Association BAPPENAS Ministry of National Development Planning/National Development Planning Agency BBPLK Center for Work Training Development (Balai Besar Pengembangan Latihan Kerja) BIDIKMISI MORHE tuition assistance program for P&V students with high potential BLK Vocational Training Center (Balai Latihan Kerja) BPS Indonesian Bureau of Statistics (Badan Pusat Statistik) BUMDES Village-Owned Enterprises BUMN State-Owned Enterprise BNSP National Professional Certification Board (Badan Nasional Sertifikasi Profesi) CCFI Coca-Cola Foundation Indonesia CDCS Country Development Cooperation Strategy CCLA Communicating, Collaborating, Learning, Adapting Co-Ag Cooperative Agreement; refers to Project Implementers directly managed by USAID DAI DAI Global, LLC DINAS Local government department DPL Field Supervisors for Student Community Service (KKN) FAA Fixed Award Agreement GESI Gender Equality and Social Inclusion Gerkatin Movement for Indonesia Blidn Person’s Wellfare (Gerakan untuk Kesejahteraan Tunarungu Indonesia) GOI Government of Indonesia GUC Grants Under Contract IDIQ Indefinite Delivery/Indefinite Quantity Contract IWD Inclusive Workforce Development J2SR Journey to Self-Reliance JPIP The Jawa Pos Institute of Pro-Otonomi KABUPATEN District KOTA Municipality KKN Student Community Service Program (Kuliah Kerja Nyata) KKN-TKWU Student Community Service Program on Entrepreneurship (Kuliah Kerja Nyata Tematik Kewirausahaan/KKN-TKWU) LKP Private courses and training institutions (Lembaga Kursus dan Pelatihan) LMA Labor Market Assessment/Analysis LPK/LKP Vocational training institutes (Lembaga Pelatihan Kerja) LP2M University Community Service and Research Agency (Lembaga Penelitian Pengabdian Masyarakat) MOEC Ministry of Education and Culture (Kemendikbud) MOM Ministry of Manpower MORHE Ministry of Research, Technology, and Higher Education (Kemenristekdikti) MOU Memorandum of Understanding MOVD Ministry of Village Development (Kemendesa) DPO Disabled People’s Organization (DPO)/Organisasi Penyandang Disabilitas (OPD) P&V Poor and Vulnerable PI Project Implementer (grant recipients) PIRS Performance Indicator Reference Sheets PKL-TWKU On-the-job training/vocational student service on entrepreneurship (PKL/Praktik Kerja Lapangan) PPDI Indonesia Association of PWD (Persatuan Penyandang Disabilitas Indonesia) PPDiS Pioneers Concern for People with Disabilities (Pelopor Peduli Disabilitas) Situbondo PERTUNI Indonesia Association of Blind Person (Persatuan Tunanetra Indonesia) PYD Positive Youth Development RF Rajawali Foundation RWAP Ready-to-Work Accelerator Program (USAID/RTI) SINERGI Strengthening Coordination for Inclusive Workforce Development in Indonesia SKPD Local government work unit (Satuan Kerja Perangkat Daerah) SMK Vocational high schools (Sekolah Menengah Kejuruan) STTA Short-Term Technical Assistance TAMIS Technical and Administrative Management Information System (DAI) TVET Technical and Vocational Education and Training UMKM Micro, Small and Medium Enterprises (Usaha Micro, Kecil dan Menengah) UMM Muhammadiyah University, Malang (Universitas Muhammadiyah Malang) UNEJ State University of Jember (Universitas Negeri Jember) UNESA State University of Surabaya (Universitas Negeri Surabaya) UNIKU Kuningan University (Universitas Kuningan) UNPAD Padjajaran University (Universitas Padjajaran) UNSIL Siliwangi University (Universitas Siliwangi) UNSUR Suryakencana University (Universitas Suryakencana)

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EXECUTIVE SUMMARY This Mitra Kunci Quarterly Progress Report covers activities implemented during the first quarter of Year Five of the project (October 1, 2020 to December 31, 2020).

Mitra Kunci is making significant progress against targets this quarter. As anticipated at the end of the last year, numbers of individuals participating in program activities received a boost this quarter, with an additional 21,111 youth joining university level entrepreneurship activities (KKN/PKL- TKWU) and private sector Gender and Social Inclusion (GESI) activities. This takes the program to 88% of the overall target for number of youth participating in workforce development programs. (Indicator 2.1). An additional 1,259 youth completed USG assisted workforce development programs (Indicator 2.2), reaching 83% of the overall target with significantly more females than males, and an additional 925 students have improved skills after completing the KKN/PKL-TKWU workforce development program (Indicator 2.3), reaching 77% of the overall target. This quarter, an additional 1,753 youth have new or better employment following completion of USG-assisted workforce development programs (Indicator 2.4), surpassing overall program targets. This includes 155 youth with disabilities gaining new or better employment in just the past quarter. In terms of companies participating in workforce development programs, Mitra Kunci has now reached 794 companies, far exceeding the program target of 462 (Indicator 6.1).

Building support for the development of inclusive Community BLKs. In early December, the Ministry of Manpower’s (MOM) Director General of Coaching, Training, and Productivity, Mr. Budi Hartawan, presented an opportunity for Mitra Kunci to talk about assisting community-led vocational training centers or Balai Latihan Kerja (BLK) Komunitas, in a series of meetings to promote collaboration of community-led BLKs with local government, private sector, and local communities. The meeting series was opened by Anwar Sanusi, MOM’s Secretary General, who highlighted that he hopes that, “By establishing 1,113 community-led BLKs across Indonesia, with 1,000 more in the next five years, we can prepare skilled labor at the village-level, making the centers accessible for most vulnerable groups in the communities.”

These meetings included East (197), Central (100) and West Java (174) participants and were directly part of the MOU between Mitra Kunci and MOM, and they expanded the reach of Mitra Kunci into Sumatra, Sulawesi and Kalimantan based on the MOM desire to widen the scope of discussions of community BLKs and to promote scale out of the initiatives. Mr. Hartawan encouraged the organizers of community BLKs to start preparing their road maps to self-reliance and to improve infrastructure quality, management, and networking with the private sector and other potential employers. “The existing community BLKs could serve as a backbone for each area, to produce skilled workers and entrepreneurs,” he said.

Mitra Kunci also briefed the Head of MOM's Public Relations Bureau, Soes Hendarno in November. During the meeting, he stated his commitment to include messages related to manpower inclusion in various publications, including inserting them in the speeches of the Minister when relevant. Then in December, in the sidelines of the Community BLK Coordination Meeting in Samarinda, East Kalimantan, Mitra Kunci met the MOM Head of Director General of Binalattas, Budi Hartawan, and Secretary of the Director General of Binalattas, Surya Lukita Warman. Discussions related to the planned activities of Mitra Kunci for strengthening Community BLKs in 2021 and resulted in a request from MOM to help them prepare a program integration strategy focusing on connecting groups of young people with disabilities to labor market opportunities, starting in 2021. The relates to Mitra Kunci's work with youth councils and other PYD activities.

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MoEC and HEI partners are keen to move ahead with the e-modules and learning platform for entrepreneurship activities, a positive sign for program scale up. Mitra Kunci hosted a Virtual Coordination Meeting on KKN/PKL-TKWU on November 18, 2020, attended by MoEC senior officials including the Director for Vocational Higher Education, the Director for Learning and Student Affairs and their teams, plus 30 representatives of HEI partners. The focus of the meeting was on development of a guideline for KKN/PKL-TKWU implementation based on existing modules, which Mitra Kunci will support. Mitra Kunci is also moving to hire a team of consultants who will be able to provide the technical assistance needed by MoEC to develop e-learning modules and an e-learning platform that will meet the need to scale KKN/PKL-TKWU across the country.

Mitra Kunci’s knowledge management products are being prepared to support program scale up. The team is now developing a module for facilitators to implement the Guide to Equality and Inclusivity in the Workplace, to be available for APINDO company members in particular and private sector companies in general. The four books and modules on entrepreneurship and career centers are also nearly ready for publication and dissemination across the program’s Higher Education Institution partners and more widely. The book of Guide to Equality and Inclusivity in the Workplace has been published and is being disseminated nationally by both MOM and APINDO.

Gender and Social Inclusion: working closely with the Ministry of Manpower… As noted above, MOM is participating in the dissemination and promotion of the Guide to Equality and Inclusivity in the Workplace, printing 2,000 copies to be distributed to companies and government agencies. In an additional sign of trust and confidence in the program team’s technical capacity relating to GESI, Mitra Kunci has been invited by MOM to contribute to the development of its new Regulation No. 21 of 2020 on Guidelines for the Implementation of the Disability Service Units in the Manpower Sector. This falls under Mitra Kunci's current work with MOM under GESI in the private sector activity.

… and building traction for GESI scale up with APINDO member companies. Mitra Kunci has been able to link and match private sector partners with several organizations such as Saujana through their platform namely Kerjabilitas.com, ThisAble and DIFALINK, who help them understand how to recruit and support PWD in the workforce, connecting employers with potential workers from among their networks. Mitra Kunci provided mentoring support to H&M and its eight production units, including survey questions on inclusivity in its annual employee satisfaction survey, which showed that the majority of staff strongly value an inclusive work environment. Meanwhile in West Java, Central Java and East Java, Mitra Kunci cooperation with APINDO’s provincial boards of directors (DPP) has begun with the aim of encouraging equality and inclusiveness practices, and APINDO is in the process of disseminating the GESI Guide throughout its networks, both in hard copy and through its website as a downloadable file.

Strengthening Inclusive Workforce Development in all three provinces towards scale up In East Java the fourteen-month PROGRESIF grant-funded program ended activities in September and closed out following a No-Cost Extension in December. While the COVID-19 pandemic affected the program throughout implementation, it successfully shifted much of its activity online and was able to achieve or surpass most of its targets, assisting the Ministry of Manpower BLKs in Banyuwangi and Sidoarjo to become inclusive TVET centers. 50 youth with disabilities were able to obtain new or better employment following participation in PROGRESIF programs. Technical assistance provided by PROGRESIF included physical visits, online technical assistance, job matching with vacancies, and physical and virtual job fairs. The new Employment and Economic Empowerment (EEE) activities are set to take inclusive workforce development programs forward in East Java for persons with disabilities (PWD).

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The EEE PWD team in East Java began a series of district level coordination meetings in Banyuwangi, Situbondo, Jember, Malang and Pasuruan through December 2020, building connections and momentum for inclusive workforce development (IWD) amongst district offices of BAPPEDA, Social Welfare, Education, Cooperatives and SMEs, Manpower and Transmigration, Industry, special high schools and BLKs, plus other local forums, APINDO member companies, and disabled persons organizations (DPOs). The meetings sparked new interest in IWD and in some cases led to immediate responses from BLKs keen to offer training to youth with disabilities.

Meanwhile in Central Java, Mitra Kunci continues to build on the work of the SINERGI grant program which ended in September, liaising with the Provincial Manpower office on technical assistance for a group of ten BLKs to help them link to private sector employers and improve inclusivity, and how the Rencanamu online platform can contribute to job matching systems in the province. Rencanamu itself is a platform to assist youth in identifying their potential and preparing them for jobs. By matching the results of the Rencanamu platform with the skills required by the industry, it is possible to build a better pipeline of youth employees.

Continuing to deal creatively with the challenges of COVID-19 At the time of reporting, COVID-19 cases are still increasing in Indonesia and the Mitra Kunci telework policy has been extended again to January 8, 2021 in line with the government’s tightening restrictions. In the World Trade Center (WTC), the location of the project’s main office, building management regularly reports positive cases in the complex, with an increasing trend this quarter, which indicates that it is not yet safe for staff to return to the office. Mitra Kunci staff and grantees/partners have successfully adjusted their approach which allows them to continue implementing the program, applying health protocols for in-person activities and keeping activity online as far as possible. In the case of the EEE PWD office in Surabaya, it is open only for critical operational work, however the team is well able to coordinate from their bases across the province.

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RINGKASAN EKSEKUTIF Laporan Kemajuan Kuartal Mitra Kunci ini mencakup kegiatan-kegiatan yang diimplementasikan dalam kuartal pertama di Tahun Kelima proyek (1 Oktober 2020-31 Desember 2020).

Mitra Kunci telah membuat kemajuan baru yang signifikan atas target-targetnya pada kuartal ini. Sebagaimana telah diantisipasi di akhir tahun lalu, jumlah individu yang berpartisipasi dalam kegiatan-kegiatan program meraih peningkatan pada kuartal ini, dengan tambahan 21.111 individu mengikuti kegiatan Kuliah Kerja Nyata dan Praktik Kerja Lapangan Tematik Kewirausahaan (KKN/PKL- TKWU) dan kegiatan terkait Kesetaraan Gender dan Inklusi Sosial (GESI) di sektor swasta. Ini membawa program ke sekitar 12% dari target keseluruhan (Indikator 2.1). Tambahan sebesar 1.259 individu telah menyelesaikan program pengembangan ketenagakerjaan yang didukung oleh Pemerintah AS (Indikator 2.2), mencapai 83% dari target keseluruhan dengan perempuan jauh lebih banyak daripada laki-laki, dan tambahan 925 mahasiswa telah meningkat keterampilannya setelah mengikuti program pengembangan ketenagakerjaan KKN/PKL-TKWU (Indikator 2.3), mencapai 77% dari target keseluruhan. Kuartal ini, 1.753 individu tambahan telah memiliki pekerjaan yang baru atau lebih baik setelah menyelesaikan program pengembangan ketenagakerjaan yang didukung oleh Pemerintah AS (Indikator 2.4), melampaui keseluruhan target program. Angka ini mencakup 155 anak muda dengan disabilitas dengan pekerjaan yang baru atau lebih baik pada kuartal ini. Dalam hal perusahaan yang berpartisipasi dalam program pengembangan ketenagakerjaan, Mitra Kunci kini telah mencapai 794 perusahaan, jauh melampaui target program sebesar 462 (Indikator 6.1).

Membangun dukungan untuk pengembangan BLK komunitas yang inklusif. Pada awal Desember, Direktur Jenderal Pembinaan, Pelatihan, dan Produktivitas (Binalattas) Kementerian Ketenagakerjaan (Kemnaker) RI Budi Hartawan memberikan kesempatan pada Mitra Kunci untuk bicara tentang pendampingan Balai Latihan Kerja (BLK) Komunitas dalam serangkaian rapat untuk mempromosikan kolaborasi BLK Komunitas dengan pemerintah daerah, sektor swasta, dan masyarakat setempat. Rangkaian rapat tersebut dibuka oleh Sekretaris Jenderal Kemnaker Anwar Sanusi, yang menggarisbawahi bahwa "Dengan mendirikan 1.113 BLK Komunitas di seluruh Indonesia, dengan lebih dari 1.000 BLK Komunitas baru dalam lima tahun ke depan, kita dapat mempersiapkan tenaga kerja terampil di tingkat desa, membuat BLK Komunitas dapat diakses oleh kelompok-kelompok masyarakat yang paling rentan." Rangkaian acara ini mencakup peserta dari BLK Komunitas di Jawa Barat (174 BLK), Jawa Tengah (100) dan Jawa Timur (197) dan merupakan bagian langsung dari Nota Kesepahaman (MoU) antara Mitra Kunci dan Kemnaker, dengan jangkauan yang lebih luas mencakup provinsi-provinsi di Pulau Sumatra, Sulawesi, dan Kalimantan, sesuai keinginan Kemnaker untuk memperluas cakupan diskusi tentang BLK Komunitas dan untuk mempromosikan perluasan inisiatif ini. Budi mendorong para pengelola BLK Komunitas untuk mulai mempersiapkan peta jalan menuju kemandirian mereka dan untuk meningkatkan kualitas infrastruktur, manajemen, dan jejaring dengan sektor swasta dan pemberi kerja potensial lainnya. "BLK Komunitas yang sudah ada dapat menjadi tulang punggung bagi setiap daerah untuk mencetak tenaga kerja dan wirausaha yang terampil," tambah Budi.

Mitra Kunci juga memberikan arahan pada Kepala Biro Hubungan Masyarakat Kemnaker Soes Hendarno pada November lalu. Dalam rapat tersebut, Soes menyatakan komitmennya untuk menyertakan pesan- pesan terkait inklusi tenaga kerja dalam sejumlah publikasi, termasuk mencantumkannya dalam pidato Menteri ketika relevan.

Kemudian pada Desember, di sela-sela Rapat Koordinasi BLK Komunitas di Samarinda, Kalimantan Timur, Mitra Kunci berdiskusi dengan Direktur Jenderal Binalattas Budi Hartawan dan Sekretaris Direktur Jenderal Binalattas Surya Lukita Warman. Diskusi ini terkait dengan rencana aktivitas Mitra Kunci untuk memperkuat BLK Komunitas pada 2021 dan menghasilkan permintaan dari Kemnaker untuk usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 9

membantu mereka mempersiapkan strategi integrasi program yang berfokus pada menghubungkan kelompok anak muda dengan disabilitas ke kesempatan di lapangan kerja mulai 2021.

Kementerian Pendidikan dan Kebudayaan (Kemdikbud) dan para mitra Institusi Pendidikan Tinggi (HEI) siap melanjutkan pengembangan platform pembelajaran dan modul elektronik untuk kegiatan kewirausahaan, sebuah tanda positif untuk perluasan (scale up) program. Mitra Kunci mengakan Rapat Koordinasi Virtual tentang KKN/PKL-TKWU pada 18 November 2020, yang dihadiri oleh petinggi Kemdikbud termasuk Direktur Pendidikan Tinggi Vokasi dan Direktur Pembelajaran dan Kemahasiswaan, serta 30 perwakilan mitra HEI. Fokus rapat tersebut adalah pengembangan panduan implementasi KKN/PKL-TKWU berdasarkan modul-modul yang telah ada. Mitra Kunci akan menyewa jasa konsultan yang dibutuhkan oleh Kemdikbud untuk mengembangkan modul pembelajaran elektronik dan platform pembelajaran elektronik yang akan memenuhi kebutuhan perluasan program KKN/PKL-TKWU di seluruh Indonesia.

Produk-produk pengelolaan pengetahuan Mitra Kunci tengah disiapkan untuk mendukung perluasan program. Tim tengah mengembangkan modul untuk fasilitator untuk mengimplementasikan panduan Kesetaraan dan Inklusivitas di Tempat Kerja, yang akan tersedia untuk perusahaan-perusahaan anggota APINDO khususnya dan sektor swasta pada umumnya. Empat buku dan modul tentang kewirausahaan dan pusat karier hampir siap untuk diterbitkan dan disebarkan ke para mitra HEI secara lebih luas. Buku Panduan Kesetaraan dan Inklusivitas di Tempat Kerja telah dipublikasikan dan disebarkan secara nasional baik oleh Kemnaker dan APINDO.

Kesetaraan Gender dan Inklusi Sosial: bekerja erat dengan Kemnaker... Kemnaker turut berpartisipasi dalam menyebarluaskan dan melakukan sosialisasi Panduan Kesetaraan dan Inklusivitas di Tempat Kerja, dengan mencetak 2.000 eksemplar untuk didistribusikan ke perusahaan dan lembaga pemerintahan. Sebagai tanda kepercayaan dan keyakinan terhadap kapasitas teknis program terkait GESI, Mitra Kunci telah diundang untuk berkontribusi dalam pengembangan Peraturan Nomor 21 Tahun 2020 tentang Panduan Implementasi Unit Layanan Disabilitas di Sektor Ketenagakerjaan.

...dan mengembangkan daya tarik untuk isu GESI dengan perusahaan anggota APINDO untuk perluasan program. Mitra Kunci berhasil melakukan saling-hubung (link-and-match) antara para mitra dari sektor swasta dengan beberapa organisasi seperti Saujana melalui platform mereka Kerjabilitas.com,ThisAble, dan DIFALINK, yang membantu mereka memahami bagaimana merekrut dan mendukung orang-orang dengan disabilitas (PWD) di tempat kerja, menghubungkan pemberi kerja dengan calon pekerja dari jejaring mereka. Mitra Kunci menyediakan dukungan mentoring untuk H&M dan delapan perusahaan unit produksi mereka, termasuk daftar pertanyaan untuk survei tentang inklusivitas dalam survei tahunan kepuasan pekerja, yang menunjukkan bahwa sebagian besar staf menghargai adanya lingkungan kerja yang inklusif. Sementara itu di Jawa Barat, Jawa Tengah, dan Jawa Timur, kerja sama Mitra Kunci dengan Dewan Pimpinan Provinsi (DPP) APINDO telah dimulai dengan tujuan mendorong praktik-praktik yang setara dan inklusif, dan APINDO sedang dalam proses melakukan sosialisasi Panduan melalui jejaringnya, baik dalam bentuk buku fisik maupun buku elektronik yang dapat diunduh di situs resmi APINDO.

Memperkuat Pengembangan Ketenagakerjaan Inklusif di tiga provinsi untuk perluasan program di Jawa Timur. Program dana hibah Pro Generasi Kerja Inklusif (PROGRESIF) yang berlangsung selama 14 bulan telah menyelesaikan kegiatan mereka pada September dan resmi menutup program pada Desember 2020 menyusul perpanjangan tanpa biaya (no-cost extension). Meski pandemi COVID-19 telah memengaruhi sebagian besar kelangsungan program, PROGRESIF berhasil mengubah pelaksanaan banyak aktivitasnya menjadi secara daring dan dapat mencapai atau melampaui sebagian besar targetnya, mendampingi BLK milik Kemnaker di Banyuwangi dan Sidoarjo untuk menjadi BLK yang usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 10

inklusif. Ada 50 anak muda dengan disabilitas telah mampu memeroleh pekerjaan yang baru atau pekerjaan yang lebih baik setelah berpartisipasi dalam program-program yang diadakan oleh PROGRESIF.

Pendampingan teknis yang diberikan PROGRESIF termasuk kunjungan langsung, pendampingan teknis secara daring, mencocokkan pencari kerja dengan lowongan yang ada (job matching), dan bursa kerja secara fisik maupun virtual. Proyek Pemberdayaan Ketenagakerjaan dan Kewirausahaan (EEE) yang baru telah dipersiapkan untuk melanjutkan tongkat estafet program ketenagakerjaan inklusif di Jawa Timur. Tim EEE telah memulai serangkaian rapat koordinasi tingkat kabupaten/kota di Banyuwangi, Situbondo, Jember, Malang dan Pasuruan sepanjang Desember 2020, membangun koneksi dan momentum untuk pengembangan ketenagakerjaan inklusif (IWD) antara Badan Perencanaan Pembangunan Daerah (BAPPEDA) dan dinas-dinas terkait seperti Dinas Sosial, Dinas Pendidikan, Dinas Koperasi dan Usaha Kecil Menengah, Dinas Ketenagakerjaan dan Transmigrasi, dan Dinas Perindustrian, sekolah menengah luar biasa dan BLK, juga forum-forum lokal lainnya, perusahaan-perusahaan anggota apindo, dan organisasi-organisasi penyandang disabilitas. Rapat tersebut memantik ketertarikan baru terhadap IWD dan dalam kasus tertentu berujung pada tanggapan yang segera dari BLK yang tertarik untuk menawarkan pelatihan bagi anak muda dengan disabilitas.

Sementara itu di Jawa Tengah, Mitra Kunci terus melanjutkan kerja-kerja program dana hibah SINERGI yang rampung pada akhir September 2020, bekerja sama dengan Dinas Ketenagakerjaan di tingkat provinsi untuk pendampingan teknis bagi sepuluh blk untuk membantu menghubungkan mereka dengan pemberi kerja dari sektor swasta dan meningkatkan inklusivitas, serta bagaimana platform daring Rencanamu dapat berkontribusi pada sistem job matching di tingkat provinsi. Rencanamu adalah platform untuk membantu anak muda mengidentifikasi potensi mereka serta menyiapkan mereka untuk masuk dunia kerja. Dengan menyesuaikan hasil dari kajian di Rencanamu dengan keterampilan yang diperlukan oleh industri, pipa yang menghubungkan antara pencari kerja dan penyedia kerja dapat dibangun lebih baik.

Terus menghadapi tantangan akibat COVID-19 secara kreatif Ketika masa pelaporan, kasus COVID-19 terus meningkat di Indonesia dan kebijakan bekerja jarak jauh (telework) kembali diperpanjang hingga 8 Januari 2021, selaras dengan diperketatnya pembatasan dari pemerintah. Di kompleks gedung World Trade Center (WTC), Jakarta, di mana kantor pusat program terletak, pengelola gedung secara rutin melaporkan kasus positif baru, dengan tren peningkatan terjadi pada kuartal ini, yang menunjukkan bahwa keadaan masih belum aman bagi staf untuk kembali bekerja di kantor. Staf dan penerima hibah maupun mitra Mitra Kunci telah mampu menyesuaikan pendekatan- pendekatan mereka yang memungkinkan mereka untuk mengimplementasikan program, mengaplikasikan protokol kesehatan dan terus melaksanakan kegiatan secara daring sepanjang itu memungkinkan. Dalam hal kantor EEE PWD di Surabaya, Jawa Timur, kantor hanya dibuka untuk kegiatan operasional yang krusial, sementara tim dapat berkoordinasi dari basis lokasi masing-masing di Jawa Timur.

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1. PROJECT OVERVIEW

1.1. KUNCI/MITRA KUNCI OVERVIEW The USAID/Indonesia Kunci Initiative was developed based on a USAID Broad Agency Agreement (BAA) co-design, co-creation process. Several U.S. and Indonesian organizations participated in the co- creation process and prepared concept notes which were submitted to USAID/Indonesia and accepted by the end of 2016. Through the co-design process USAID identified and selected six Project Implementers (PIs) whose concepts would be piloted and tested in the priority Indonesian provinces of West Java, Central Java and East Java. Each project implementer is a consortium made up of several organizations working together to implement their pilot concepts. Each PI is required to prove that their concepts can be scaled up and those projects or project activities that are considered scalable will be selected for continuation in a subsequent full implementation phase.

USAID selected and directly funded three of these Project Implementer (PI) consortia led by U.S. organizations through Cooperative Agreements (Co-Ags). Below is a summary of these projects:

▪ YOUTH WIN THROUGH ECONOMIC PARTICIPATION (YEP) improves work-readiness and economic decision making by equipping youth with critical thinking skills and the attitudes and behaviors needed to obtain and maintain employment, set goals and manage income wisely. ▪ JADI PENGUSAHA MANDIRI (JAPRI) addresses youth unemployment by cultivating entrepreneurs and facilitating improved training quality. ▪ THE READY-TO-WORK ACCELERATOR PROGRAM (RWAP) enhances the capacity and quality of training centers and links them together through the creation of Learning and Innovation Networks.

USAID also selected three Project Implementers (PI) led by Indonesian organizations that were funded by grants under contract from the Mitra Kunci Initiative:

▪ SINERGI establishes a coordination model for stakeholder collaboration, matching poor and vulnerable youth to relevant job skills. ▪ AYO INKLUSIF! strengthens the capacity of young leaders and journalists to raise public awareness about inclusive workforce development issues and highlight best practices. ▪ EQUAL OPPORTUNITY FOR EMPLOYMENT-SAKU (EOE) improves youth access to employment information and comprehensive training through a library network. Equips youth with the knowledge, skills and attitudes required to enter and succeed in job-seeking or entrepreneurship.

The following map shows the original PI consortium and the provinces and districts they worked in through the pilot phase. The six PIs consortium were comprised of twenty-two organizations working in twenty-two different districts, four of which are supported by more than one PI. Multiple PIs were conducting activities in each Province making coordination and effective collaboration essential. During Year Three the US-led PIs (JAPRI, YEP and RWAP) completed their pilot implementation phase, and started to scale up to new Provinces and Districts in a follow-up, full implementation phase that ended on September 30, 2020. For example, YEP expanded into Central Java during its full implementation phase and reached out to and utilized SINERGI’s contacts and networks to facilitate their entry in that province.

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Pilot Phase Area of Work of Kunci

1.2. MITRA KUNCI USAID Mitra Kunci was awarded in January 2017 in order to strengthen partnerships advancing a more robust and dynamic workforce system in Indonesia by developing and supporting holistic and innovative solutions for the complex challenges preventing this system from functioning as effectively as it should. As noted above, Mitra Kunci was designed to directly manage, support, and fund three Indonesian-led consortium PIs and to coordinate and collaborate with the three U.S. led PIs directly funded by USAID.

Through technical assistance, capacity development and coordination, Mitra Kunci was designed to:

▪ Improve the organizational capacity of Indonesian partner organizations to implement activities appropriately and effectively manage U.S. projects and funds; ▪ Integrate gender and social inclusion principles into all Mitra Kunci programmatic areas; ▪ Strengthen outreach and engagement of youth through a Positive Youth Development (PYD) approach; ▪ Facilitate and lead strategic engagement and Communicating, Collaborating, Learning, Adapting (CCLA) within and between the private sector, higher education institutions, the Government of Indonesia (GOI) and poor and vulnerable (P&V) youth; and, usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 2

▪ Engage higher education institutions in activities that support a more inclusive workforce system.

Revisions to Mitra Kunci’s Task Order in July 2019 and July 2020 In July of 2019, Mitra Kunci’s Task Order Contract was modified to incorporate a revised and updated Section C – Statement of Work. The revised Section C included a new Results Framework (See Annex 3) that incorporates a new Development Objective: Essential Human Services to Targeted Populations Improved and Sustained, a new Intermediate Result: Capacity of Educational Institutions Improved, and illustrative targets for the number of poor and vulnerable youth with increased access to higher-quality training and three USAID EG Standard F Indicators. USAID approved and incorporated into the contract revised life-of-project targets for the following standard indicators:

▪ EG 6-3: Number of individuals who complete U.S. Government-assisted workforce development programs (40,000) ▪ EG 6-2: Number of individuals with improved skills following completion of U.S. Government assisted workforce development programs (36,136); and ▪ EG 6-1: Number of individuals with new and/or better employment following completion of U.S. Government-assisted workforce development programs (11,000).

In July of 2020, Mitra Kunci’s Task Order Contract was again modified to incorporate a revised Section C – Statement of Work. The revised Section C included a new task—Task VI—which covers activities directed at the employment and economic empowerment of persons with disabilities in the East Java province, as set forth through the application submitted in April 2020 for the FY 2019 USAID Disability Funding Program. Through Task VI, the project is developing and implementing models of successful, scalable, and sustainable solutions for PWDs to gain new or better employment to lead to more productive lives, in seven target districts of the East Java Province. The EEE PWD activities are described in detail under section 2.6.

Phased approach The revised Mitra Kunci project is implemented in three phases, as follows:

Phase 1 (Pilot Phase). PIs developed and tested their models and sought to provide evidence of their success in order to secure the buy-in and commitment of government and private sector partners to scale-up their activities in the next phase. This phase started in October 2017 and ended in May 2019 and was reported previously.

Phase 2 (Full Implementation/Getting to Scale). Mitra Kunci assessed which consortia and components of the PIs pilot phase had the best chance to be scaled up and supported a more limited and focused set of activities with the goal of getting them to scale by the end of Phase 2. This phase started in June 2019 and ended on September 29, 2020.

Phase 3 (Scale-Up). Mitra Kunci expects that innovative models should have demonstrated progress toward scale-up or have already been scaled-up and handed over to project partners who will continue to implement and/or expand the activities, tools, or approaches. This phase runs from September 30, 2020 to January 8, 2022.

Summary of focus, targets and main activities of current partners The scope of work for PIs, HEI partners and their expected results are summarized below:

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Table 1 – Mitra Kunci Partners and Their Expected Results Implementation Project name Managed by Focus, main activities and key targets period PROGRESIF! Saujana (of Ayo Advancing disability inclusive employment systems in East October 2019 - Inclusif!) Java through September 2020, with • Technical assistance and training (TOT for 40 NCE to December 2020 instructors) for two state-run BLKs • 75 private companies become more inclusive • Improved skills and job opportunities for 150 youth with disabilities through Kerjabilitas.com Fixed Amount Universitas Resources for additional batches of students to complete June-August 2020 and Awards (FAA) Padjadjaran, the Thematic Student Service/On-the-job Training January-March 2021, Universitas Program on Entrepreneurship (KKN/PKL-TKWU). depending on university Kuningan, The additional resources will be used to collect data to timeframes Universitas report to USAID Mitra Kunci for key indicators including Suryakancana, through a Tracer Study measuring the number of students Universitas who complete KKN/PKL-TKWU that secured new (self Siliwangi, or formal) employment following graduation; develop case Universitas studies, short videos and other materials necessary to Muhammadiyah capture the results of KKN-TKWU -for students and the Malang, communities they serve; and to host a lessons’ learned Universitas Jember summative event documenting best practices for further and Universitas scale-up of the KKN-TKWU program. This program Negeri Surabaya targets 25,480 students registering and completing the KKN-TKWU program (Indicator EG 63) and 90% of them (22,932) improving their skills based on reviews by universities Memoranda of Institut Pertanian Fixed Amount Awards are in progress at the time of MOU signed on Juni 2, Understanding Bogor (IPB), reporting, expanding the KKN-TKWU programs to 2020 (MOUs) for Politeknik Negeri incoroporate the practical field work programs of state Institut Bandung, polytechnics, or Praktek Kerja Lapangan (PKL). Pertanian Politeknik Negeri Bogor (IPB) Jember and and three Politeknik Negeri Polytechnics Semarang APINDO FAA APINDO Promoting GESI in the workplace through development, 17 Feb 2020 – 30 Sep publication and dissemination of a Guideline on Equality 2020, with NCE to 31 and Inclusivity at the Workplace. Includes information March 2021 sharing, consultation and coordination activities with APINDO partner companies

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2. PROGRESS TOWARDS EXPECTED RESULTS This section is organized by the six tasks in the Mitra Kunci Work Plan. This focuses on the activities that Mitra Kunci conducts on its own and to coordinate and support the efforts of Project Implementers (PIs) and other external partners. Section 2.6 focuses on Employment ond Economic Empowerment of Persons with Disabilities (EEE PWD) Project, and Section 2.7 focuses on the activities and results of PIs.

2.1. TASK I: PARTNERSHIP MAPPING AND BASELINE INFORMATION COLLECTION Task completed and reported previously.

2.2. TASK II: MANAGEMENT OF NON-U.S. LED PROJECT IMPLEMENTERS Task II focuses on how Mitra Kunci supports PIs to effectively manage their grants, document and report results and become more sustainable.

2.2.1. COORDINATION MEETINGS In the first quarter of Year Five, Mitra Kunci held two monthly online meetings with Saujana to discuss the PROGRESIF program in East Java. and held individual meetings with the seven universities that run entrepreneurial Thematic KKN programs in West Java and East Java, each once.

PROGRESIF In the October 6, 2020 coordination meeting, Mitra Kunci and PROGRESIF discussed several issues related to:

1. The possibility of organizing offline training for people with disabilities in collaboration with Private Skills Training Institutes (Lembaga Pelatihan Ketrampilan/LPK), because the COVID 19 pandemic government-owned Vocational Training Centres (BLKs) have cut budgets and thus training activities have been cut by up to 50% of the pre-determined plan. 2. Whether is it permissible to organize training in collaboration with private LPK outside East Java for persons with disabilities outside East Java for the PROGRESIF program. 3. The potential utility of the online career coaching organized by the PROGRESIF program to be used for participants with disabilities outside East Java.

Based on the discussion, Mitra Kunci and PROGRESIF agreed that offline training, face-to-face meetings, and training opportunities will be limited to persons with disabilities who live in East Java and developing cooperation with private LPKs would go ahead. Meanwhile, online classes could open up opportunities to also provide training to participants with disabilities outside the East Java region.

In the coordination meeting on November 9, 2020, Mitra Kunci and PROGRESIF reflected on good practices and lessons learned from the previous year of implementation, while looking at opportunities for follow up and sustainability. The new East Java EEE team was brought into this meeting to prepare for a program handover and follow up. Finally, the meeting agreed to hold a forum for the dissemination of the results of the PROGRESIF program for inclusive employment on November 30, 2020, in Sidoarjo Regency, East Java. This forum was held as planned and brought together provincial and district stakeholders including MOM and BLKs as well as Ministry of Social Welfare officials, local companies, and career centres. usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 5

Higher Education Institutions Coordination Meetings with HEI partners took place from 18-25 November 2020, discussing the first set of program milestones covering the data of registered KKN-TKWU Students, data of completed KKN-TKWU programs, data of improved KKN-TKWU students and the Self-Efficacy Assessment results. The meetings also reviewed case studies, features / articles and short videos produced relating to the KKN-TKWU activities.

The following table summarizes this quarter’s coordination meetings with universities and the plan for the next quarter:

Table 2 – Coordination Meetings with Universities No Universities Completed meetings Planned meetings for 2021 1 UNPAD Nov 20, 2020 Jan 22, 2021 Mar 26, 2021 May 28, 2021 2 UNSUR Nov 18, 2020 Jan 20, 2021 Mar 24, 2021 May 26, 2021 3 UNSIL Nov 19, 2020 Jan 20, 2021 Mar 25, 2021 May 27, 2021 4 UNIKU Nov 20, 2020 Jan 22, 2021 Mar 26, 2021 May 28, 2021 5 UNEJ Nov 21, 2020 Jan 23, 2021 Mar 27, 2021 May 29, 2021 6 UMM Nov 23, 2020 Jan 25, 2021 Mar 29, 2021 May 31, 2021 7 UNESA Nov 25, 2020 Jan 27, 2021 Mar 31, 2021 Jun 2, 2021

2.2.2. QUARTERLY MONITORING VISITS TO PIS AND PARTNERS This quarter there were no in-person PI visits, however the grant team continued intensive technical assistance and monitoring of the closing phase of SINERGI, following up on and resolving the remaining audit findings of the official audit in August 2020 and verifying deliverables, anticipating a final payment to SINERGI in January 2020. 2.2.3. TECHNICAL ASSISTANCE FOR PARTNERS In the quarter, Mitra Kunci Grant Officers and the program technical team continued to take initiative to communicate directly either by e-mail, WhatsApp, or telephone to provide support related to grant aspects, activity implementation and program reporting. To ensure that technical assistance runs systematically, the grant team is currently making a logbook related to technical assistance to partners such as APINDO, and HEIs. More on the provision of technical assistance to PIs can be found in Section 2.3.

2.3. TASK III: PROVISION OF TECHNICAL ASSISTANCE TO KEY STAKEHOLDERS, PARTNERS, AND NON-US LED PIS Task III is focused on the provision of technical assistance to PIs, partners, and stakeholders, in technical areas such as PYD, GESI, CCLA, Monitoring and Evaluation and other aspects relating to the technical implementation of their activities.

2.3.1 CONTINUE DEVELOPMENT OF ROAD MAP AND BUSINESS MODEL FOR COMMUNITY BLKS Mitra Kunci resubmitted the updated draft Community BLK Road Map book to the Ministry of Manpower on December 3, 2020 and presented the main points of the book at the Community BLK Coordination Meetings in Padang, West Sumatra on December 3-5, 2020, in Makassar, South Sulawesi on December 10 -12, 2020, and Samarinda, East Kalimantan on December 16-18, 2020. The final draft of usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 6

the book has been shared with Ministry of Manpower and is currently under their review before it will be published.

Table 3 – Community BLK Roadmap Book Overview of the Community BLK Roadmap Book: Developing a Sustainability Plan This 50-page book is divided into four chapters: 1. Developing the road map. This includes the context, situational analysis and the vision for 2025 2. Business plan. This outlines the approach, principles, identification of stakeholders, strategy and SWOT analysis, and considers the regulatory framework. 3. M&E. Covers M&E, setting up a database, templates and forms for developing M&E systems and a GESI assessment, instructor and participant guidelines Establishing a Community BLK. Includes case studies, how to maintain quality standards and how to engage stakeholders.

2.3.2 SUPPORT THE DEVELOPMENT OF A PLATFORM FOR COMMUNITY BLKS Mitra Kunci has started recruiting an E-learning Specialist through subcontractor Plan International and is preparing for this activity (due to start in February) by opening communications with Mr. Lutfi, IT staff of the Ministry of Manpower on the best options for online learning for Community BLK management under MOM. The project will provide a more detailed update in the next quarter once the activity has begun.

2.3.3 WORKSHOP FOR A COMMUNITY BLK ROAD MAP PLATFORM Planned for April 2021.

2.3.4 LAUNCH OF THE PLATFORM FOR COMMUNITY BLKS AND TRAINING IN ITS USE Planned for May-June 2021.

2.3.5 CONTINUE TO DEVELOP ADVOCACY NETWORK TO PROMOTE INCLUSIVE WORKFORCE DEVELOPMENT In the quarter, Mitra Kunci continued the advocacy effort to promote inclusive workplace following the adoption of Guideline on Equality and Inclusivity at the Workplace (Panduan Kesetaraan dan Inklusivitas di Tempat Kerja) by MOM. Mitra Kunci works with MOM in distributing and promoting the guideline to be used as reference by companies in Indonesia through the development and circulation of Ministry Circular Letter on Guideline on Equality and Inclusivity at the Workplace.

On November 19, the DCOP of Mitra Kunci met with the Head of the MOM's Public Relations Bureau R. Soes Hendarno, S.H. in Jakarta to build interest in the IWD approach. During the meeting, Pak Soes stated his commitment to to include messages related to manpower inclusion in various publications, including inserting them in the speeches of the Minister when relevant.

On December 16, 2020, in the sidelines of the Community BLK Coordination Meeting in Samarinda, East Kalimantan, the DCOP of Mitra Kunci held a discussion with the MOM Head of Director General of Binalattas, Budi Hartawan, MA and Secretary of the Director General of Binalattas, Surya Lukita Warman, M.Sc. Discussions related to the planned activities of Mitra Kunci for strengthening usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 7

Community BLKs in 2021. As a result of these advocacy efforts by the project, Surya Lukita and Budi Hartawan asked Mitra Kunci in January 2021 to have another discussion at the MOM office to prepare a program integration strategy, especially related to connecting groups of young people with disabilities to labor market opportunities. This is a clear example of how the project’s advocacy efforts have expanded the opportunities to integrate inclusiveness into Ministry priorities.

2.3.6 SERIES OF STRATEGIC MEETINGS TO SCALE UP PROGRAMS IN MITRA KUNCI PROVINCES Sharing Insights on Community BLKs during Coordination Meetings with MOM In early December, the Ministry of Manpower’s (MOM) Directorate General of Coaching, Training, and Productivity presented an opportunity for Mitra Kunci to talk about assisting community-led vocational training centers or Balai Latihan Kerja (BLK), in a series of Community BLK national coordination meetings to promote collaboration of community-led BLKs with local government, private sector, and local communities. These events included East, Central and West Java participants and were initiated through the MOU between Mitra Kunci and MOM, and they expanded the reach of Mitra Kunci into Sumatra, Sulawesi and Kalimantan based on the MOM desire to widen the scope of discussions of community BLKs and to promote scale out of the initiatives.

The meeting was opened by Anwar Sanusi, MOM’s Secretary General, who highlighted that the Indonesian workforce is predominantly low-skilled and explained that he hopes that “By establishing 1,113 community-led BLKs across Indonesia, with 1,000 more in the next five years, we can prepare skilled labor at the village-level, making the centers accessible for most vulnerable groups in the communities,” added Mr. Sanusi. Meanwhile, Budi Hartawan, Director General of Coaching, Training, and Productivity at MOM, encouraged the organizers of community-led BLKs to start preparing their road maps to self-reliance and to improve infrastructure quality, management, and networking with the private sector and other potential employers. “The existing community-led BLKs could serve as a backbone for each area, to produce skilled workers and entrepreneurs,” he said. Mitra Kunci assisted MOM by providing technical assistance in developing the roadmap, as mentioned in the above paragraphs.

Over three days, representatives of over 300 community-led BLKs from across Sumatra and West Java attended the meetings in Padang, West Sumatra, including 174 BLKs from across West Java. The following week, similar meetings were held in Makassar, South Sulawesi, with representatives from community BLKs in East Java. A third event in the series took place in Samarinda, East Kalimantan, in mid-December. Amongst the participants were representatives from nearly 100 community-led BLKs from Central Java.

As a part of a panel discussion in both meetings, Mitra Kunci’s Deputy Chief of Party Muhammad Hudallah presented the road map design for community-led BLKs.

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Mitra Kunci’s Deputy Chief of Party Muhammad Hudallah delivering his presentation on community-led BLKs during the coordination meeting hosted by the MOM in Padang, West Sumatra on December 4.

Discussions with MOM in Central Java continued, building on the work of the SINERGI 2.0 grant program and focusing on the use of the Rencanamu online platform with the support of the new Mitra Kunci Central Java staff member. On November 19-20, 2020, Mitra Kunci was invited to a provincial MOM workshop involving BLKs with all 35 districts / cities in Central Java and asked to present the results of the Mitra Kunci labor market assessment conducted in Central Java in 2017. This meeting aimed to synergize efforts between district BLK and their local government.

Through this event, Mitra Kunci met with the Head of the Central Java Manpower Office Mrs. Sakina Rosellasari and Pak Masduki from Binalattas, the Central Java Province Manpower Office and discussed provision of technical assistance to improve management practices of ten district / city BLKs so that they can better identify and meet market needs, and better develop networks with the private sector. It was agreed that the selection of ten district / city BLKs will be based on their responses to questionnaires distributed during the workshop.

On December 22, Mitra Kunci joined a coordination meeting with the Central Java Provincial Manpower Office, which specifically wanted to develop a platform that could bridge the private sector and job seekers in Central Java. Mitra Kunci facilitated follow up for MOM with the SINERGI team who developed Rencanamu (a platform that does precisely this) and will continue to support this with the aim of helping the Central Java Manpower Office adopt this platform.

2.3.7 NATIONAL STRATEGIC MEETING TO SCALE UP PROGRAMS Mitra Kunci continues to lay the ground for the National Strategic Meeting planned for May 2021, through participation in MOM’s Community BLK Communication Forum on December 21-22, and through a Focus Group Discussion (FGD) on the Development and Guidance of Vocational Training Centers (BLK) Community at Hotel Aston Imperial Bekasi Hotel and Conference Center, Bekasi, West Java. Mitra Kunci continues to serve as a key partner to MOM and to influence the Ministry’s priorities.

Collaboration with the East Java Provincial Development Planning Agency (BAPPEDA) usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 9

On Wednesday, October 21, the East Java Provincial BAPPEDA called a partnership discussion with fifteen international development initiatives in East Java, including the six ongoing USAID programs: Mitra Kunci, APIK, IUWASH, JALIN, JAPRI, and MADANI.

Maratus Sholihah, Head of the Data and Information Division on Planning, Monitoring, and Evaluation at the East Java BAPPEDA, shared how this Coordination Forum for Development Partners (FKMP) will support collaboration and align programs with East Java provincial government priorities. He also highlighted the importance of involving the provincial government at every step of the way, to ensure the sustainability of USAID programs in line with all partners’ expectations and the Journey to Self- Reliance (J2SR).

Maratus Sholihah from East Java BAPPEDA mentioned Mitra Kunci as one of their development partners during the meeting on Wednesday, October 21

During the meeting, Mitra Kunci Deputy Chief of Party, Muhammad Hudallah, briefed the group on program activities in East Java. These include the entrepreneurship initiative with HEI partners in Surabaya, Malang, and Jember, and the inclusive workforce initiative for youth with disabilities implemented in collaboration with Saujana and in cooperation with job training centers (BLK) in Surabaya, Sidoarjo, and Banyuwangi. He noted that Mitra Kunci submits quarterly reports to the East Java Provincial Secretary as well as consulting and coordinating with BAPPEDA and related offices and this was acknowledged by Deidy Setyawan, Head of Cooperation Division at East Java Public Affairs and Protocols Office.

Promoting Mitra Kunci Work to Local Government, University, and Private Sector partners in Central Java

To build its program legacy in the journey to self-reliance (J2SR), Mitra Kunci shared its insights on inclusive workforce development through both employment and entrepreneurship. This started with a two-day meeting on improving MOM vocational training centers (BLK) in Semarang, Central Java, on November 19, 2020.

During the two-day meeting titled “Synergizing Improvements of Vocational Training Centers”, hosted by the Central Java Provincial Office of Manpower and Transmigration, Deputy Chief of Party Muhammad Hudallah was a part of a panel discussion. His presentation on transforming vocational training centers was appreciated by other speakers, who talked about link-and-match between the centers and industries as well as the centers’ strategy to implement online trainings, respectively. He noted the importance of Mitra Kunci’s work with the Ministry of Manpower on the roadmap for usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 10

community-led vocational training centers and how this indicates the desire of MOM for most effectively scaling up of the centers in Central Java and indicates how districts will be selected.

Mitra Kunci Deputy Chief of Party Muhammad Hudallah (left) discussed the transformation of vocational training centers during the “Synergizing Improvement of Vocational Training Centers” meeting on Friday (November 20) in Semarang, Central Java

2.4. TASK IV: PARTNERSHIP ENGAGEMENT AND KNOWLEDGE SHARING Task IV focuses on partnership engagement and knowledge sharing, learning, and coordination between Mitra Kunci partners, GOI and private sector partners, as well as between other USAID and other donor-funded activities.

2.4.1. IMPLEMENTATION OF THE MITRA KUNCI COMMUNICATION STRATEGY In its fifth and final year, Mitra Kunci continues the development of communication materials in cooperation with HEI partners. This effort has been streamlined and now emphasizes knowledge management products which once ready will be shared, and also repurposed for dissemination to different audiences on social media and via other channels and platforms, as follows:

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Figure 1 Quality Control Process for Knowledge Management Product

QUALITY CONTROL PROCESS FOR KNOWLEDGE MANAGEMENT PRODUCT

Content Production Internal Assessment Editing Editorial Finalization •Technical team responsible for •KM team to review the draft • Editing either internally or • KM team finalize edit, may substance •KM team may consult technical externally (outsourced) consult technical team for team for content-related depending on availability of content-related clarification clarification internal resources

Layout Submission for Product Launch Layout Finalization • Layout process outsourced USAID approval • Dissemination event under KM team supervision • To accommodate USAID Final approval by • Publication, • COP approval inputs, in cooperation with COP print/online technical team

Several knowledge management products are currently in development:

• Following the launch of the Guide to Equality and Inclusivity in the Workplace in September 2020, Mitra Kunci is developing a module for facilitators to implement the Guide, to be available for APINDO company members in particular and private sector companies in general. This aims to enable the scale up of GESI initiatives nationwide.

• Selected reports and stories from HEI partners related to KKN- and PKL-TKWU are being developed as communications and knowledge products.

• Mitra Kunci is finalizing the publication of four books and modules on entrepreneurship and career centers. The books and modules are expected to be ready for publication by mid-2021.

• The Road Map for Community-based TVETs (Balai Latihan Kerja or BLK) book has been prepared for publication.

• Meanwhile the PROGRESIF program has documented articles, photos, and videos that cover the perspectives of the beneficiaries and their families, local government, and employers of youth with disabilities. By the end of December 2020, the articles and photos had been finalized and shared on social media, while the videos are still in the works and expected to be available some time in January 2021.

• Finally, Mitra Kunci has updated its brief profile document, “Tentang Mitra Kunci’ which provides an overview of the project for new stakeholders.

2.4.2. REGULAR SERIES OF KUNCI COORDINATION MEETINGS In this quarter, the regular Kunci Coordination meeting was held online on November 19, 2020 with USAID, JAPRI, YEP, and Mitra Kunci representatives. RWAP did not attend as their program closed in September 2020. Updates were as follows:

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• JAPRI conducted an assessment for their disability fund program in two districts in East Java, Blitar and Trenggalek to map people with disabilities, training locations and reasonable accommodation for each training location. JAPRI engaged one new member for its consortium, the local DPO Himpunan Wanita Disabilitas Indonesia (HWDI). Anna Juliastuti, JAPRI COP mentioned that East Java Bappeda sees Kunci activities as a good model. • Mitra Kunci shared how the EEE PWD program had started in East Java and identified some overlapping working areas between Mitra Kunci and JAPRI including Surabaya, Sidoarjo and Malang. USAID and partners agreed on the need for close coordination. Mitra Kunci will conduct its bi-annual meeting with GOI partners in seven districts and BAPPEDA will be a core partner for J2SR. Mitra Kunci also updated on the closure of of its PI programs. • YEP has been focusing on East Java, working directly with universities both formally and informally, using their alumni network to offer online training on financial literacy. As YEP program will end in March 2021, their focus is to finish providing capacity building for students, SMEs, and private sector partners. • The COR of RWAP, Hanif Saleh shared lessons learned from RWAP program in Central Java, suggesting that the Kunci program should (as far possible) be integrated with local GOI budgeting processes in line with J2SR. One of the main legacies of RWAP is a Learning Innovation Network (Jaringan Inovasi Pembelajaran) which can be utilized by Kunci in Central Java.

2.4.3. REGULAR SERIES OF PROVINCIAL KUNCI COORDINATION MEETINGS On October 21, USAID Mitra Kunci and JAPRI participated in a discussion on partnership with international agencies, organized by the East Java Provincial Development Planning Agency (BAPPEDA)They invited all international partners representatives working in East Java Province including USAID project representatives, GIZ (Germany), DFAT (Australia) and other donor funded programs. In this meeting, the government provided information on development priority in East Java noting the need for better coordination with all donor funded project in East Java to avoid redundancy.

In this quarter, we did not have a Provincial Kunci Coordination Meeting due to limited scheduling availabilityby the provincial government due to Covid-19. Kunci plans to hold this coordination meeting in February 2021.

2.4.4. ADVOCACY FOR REGIONAL PLANNING AND BUDGETING PROCESSES Based on the budget planning cycle, in October draft plans and budgets had just been compiled and will be discussed again in March 2021 in the local government work unit (SKPD) forum related to budget posture for each agency in the province and district / city. Mitra Kunci will continue communication and coordination with local government with the main focus in seven districts at East Java through our coordination meetings with local government.

2.4.5. MONITORING AND EVALUATION TECHNICAL ASSISTANCE FOR PARTNERS Remote technical assistance for monitoring and evaluation this quarter focused on helping partners to develop strategies to achieve their established targets in spite of the slowdown in activities due to the pandemic. The team also worked with partners on data collection and the quality of project indicators.

The M&E team assisted the universities in developing the case studies they are required to produce as part of their FAAs on assisting villages in creating new businesses or improving existing businesses. We usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 13

also assisted H&M in developing tool for employee satisfaction survey that conducted by H&M for their employee. Please see the tools at Annex 7 and the result highlights at H&M Employee Satisfaction Survey on the Inclusive Workplace Initiative part at page 41-34.

2.4.6. CONTENT CREATION AND SOCIAL MEDIA WORKSHOP FOR UNIVERSITIES To boost the dissemination of Mitra Kunci content on social media and repurpose existing knowledge management products with more engaging copywriting, Mitra Kunci has hired a Social Media Consultant. With this increased focus to social media, Mitra Kunci has been increasing its published content through social media channels. See examples of posts below.

Instagram (a post to commemorate Mother’s Day in Indonesia, with quote from a participant of the first Indonesian Women’s Congress in 1928, posted on December 22, 2020)

Twitter Facebook (timeline page with pinned Tweet (timeline with post from December 28, 2020) from December 14, 2020) usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 14

In December 2020, USAID Mitra Kunci (MK) social media uploads experienced a significant increase in the number of impressions, reaches, and engagement, with an ensuing growth in the number of followers. MK's social media accounts managed to capture a much higher number of impressions than the previous month. Reach and interaction rates are also growing, although not as drastically as impressions. See Annex 9 for data.

2.5. TASK V: LEVERAGE PUBLIC AND PRIVATE SECTOR RESOURCES Task V is focused on leveraging public and private sector resources and how Mitra Kunci and PIs can contribute to the Journey to Self-Reliance (J2SR) and scale-up by effectively leveraging the resources, capacity and commitment of the public and private sector to achieve outcome-based results.

The key to scaling up and achieving outcome-based results and J2SR is the ability to effectively engage and leverage the commitment and resources of the public and private sector. Mitra Kunci is fortunate that the public sector has prioritized human resource development and employment for young people, especially the poor and vulnerable, and the private sector needs skilled employees to grow their businesses. In Phase 3 (Scale-up Phase) Mitra Kunci has been building on the successes of the KKN/PKL- TKWU activities.

2.5.1. EQUIPPING UNIVERSITY STUDENTS WITH ENTREPRENEURSHIP SKILLS Highlights of the quarter: • Mitra Kunci is moving to hire a team of consultants who will be able to provide the technical assistance needed by MoEC to be able to develop e-learning modules and an e-learning platform that will meet the need to scale KKN/PKL-TKWU across the country. MoEC and HEI partners are keen to move ahead with the e-modules and learning platforms and are providing guidance and inputs through regular online consultations. • HEI partners and students continue to demonstrate their commitment to KKN-TKWU and their interest in the program based on the attendance of hundreds of students in the online pre-departure briefings for the program • Meanwhile an additional potential avenue for scale has presented itself in Central Java through the . Mitra Kunci has explored this and found there is potential for HEIs to have additional impact on poor communities where HEI partners have additional resources from Ministry of Social Affairs. Polytechnic of Semarang (POLINES) is one of our HEI partners, and POLINES engaged Ministry of Social Affairs in their KKN/PKL-TKWU works. See story below.

2.5.1.1 HOSTING A SERIES OF COORDINATION MEETINGS WITH MOEC AND HIGHER EDUCATION INSTITUTIONS TO SUSTAIN KKN/PKL-TKWU Mitra Kunci hosted a Virtual Coordination Meeting on KKN/PKL-TKWU on November 18, 2020, attended by MoEC senior officials including the Director for Vocational Higher Education and two staff, the Director for Learning and Student Affairs and two staff, plus 30 representatives of HEI partners including Universitas Padjadjaran (UNPAD), Universitas Suryakancana (UNSUR), Universitas Kuningan, Universitas Siliwangi, Politeknik Negeri Semarang, Politeknik Negeri Jember, Universitas Jember, Universitas Muhammadiyah Malang, and Universitas Negeri Surabaya. The focus of the meeting was on development of a guideline for KKN-TKWU implementation based on existing modules.

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The Director for Learning and Student Affairs of MOEC raised five points: 1) Independent Freedom Learning Campus (MBKM) - Merdeka Belajar Kampus Merdeka program is linked to the background of the KKN-TKWU program which is why USAID took the initiative to support the Directorate General for Higher Education here; 2) In developing this program, HEIs must keep an eye on their existing output targets so that national achievements can also be measured; 3) The need to consider how to take into account health protocols in the case of in-person training delivery; 4) How to recognize student achievement in KKN-TKWU, considering conversion of credits, e- certificate from Directorate for Learning and Student Affairs? 5) The need to develop an action plan for national rollout.

The agreed-upon role of Mitra Kunci is the finalization of a Module on KKN-TKWU development and a guideline for KKN-TKWU implementation, using online delivery in response to the changes in the education sector due to COVID-19.

The HEI participants shared their experiences of KKN-TKWU implementation and their ideas for national rollout. These ideas will continue to be incorporated in the development of the e-modules and the platform as Mitra Kunci moves forward with the consultancy team. See Section 2.5.2 for more on the e-modules.

An opportunity to scale KKN/PKL-TKWU in Central Java On October 10, Mitra Kunci partner Semarang State Polytechnic (POLINES) in Semarang, Central Java, held an online refresher training for 100 students and 25 lecturers who would be participating in its vocational student service on entrepreneurship (PKL-TKWU) program. This followed the February 2020 Mitra Kunci training of trainers for POLINES students and lecturers at the POLINES campus, and focused on value chain analysis, unique value propositions, and the business model canvas. The Ministry of Social Affairs (KEMENSOS) saw this as a pilot activity for the Social Entrepreneurship Program Assistance (Prokus) for Beneficiary Families (KPM) of the national Family of Hope Program (PKH).

According to the Vice Director for Planning and Cooperation Affairs, Budi Prasetya, the PKL-TKWU program in POLINES is collaborating with KEMENSOS to support low-income families who are the recipients of the government’s social protection program. Now that the families are ready to build their own businesses with the grant from KEMENSOS, POLINES, supported by Mitra Kunci, has been asked to provide limited technical assistance in the development of the social entrepreneurship initiative, so that the students can coach the program beneficiaries during their KKN/PKL- TKWU field placement which took place in the August - December 2020 period.

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POLINES’s Vice Director for Planning and Cooperation Affairs, Budi Prasetya (top row, right), delivered remarks in the online training on the PKL-TKWU program with USAID Mitra Kunci on Saturday, October 10, attended by POLINES lecturers and students

2.5.1.2 DEVELOPMENT OF E-LEARNING PLATFORM FOR KKN/PKL-TKWU Mitra Kunci is in the process of hiring the consultant team that will provide technical assistance for the development of KKN/PKL-TKWU e-learning courses and the platform itself. Discussions are ongoing with MoEC to prepare the ground for this, to ensure sustainability and alignment with MoEC strategy and preferences. The strategy will be discussed in early January within Mitra Kunci and then in consultation with MoEC, so that decisions on the selection of an initial 1-2 sub-modules to develop into e-learning, and the selection of HEIs to pilot the modules will be aligned. This activity relies on strong MoEC support and technical inputs from the consultants over the coming months.

Meanwhile, Mitra Kunci has continued to support online learning through pre-departure briefings for the hundreds of students of UNEJ who were about to start their KKN-TKWU programs this quarter, see box below for details. This demonstrates the potential for e-learning and the interest of HEI students in it.

Pre-departure briefing for 400 UNEJ students On Tuesday (November 24), more than 400 students of UNEJ who are joining the next batch of student community service on entrepreneurship (KKN-TKWU) program in January 2021 joined a pre-departure briefing with speakers from Mitra Kunci.

Ali Badrudin, the Central Coordinator of KKN Programs at UNEJ, encouraged the students to take a broad view: “Your passion may develop outside the major you are currently studying”. Amrullah from Mitra Kunci focused on how students can empower village-owned enterprises Ali Badrudin from UNEJ (top row, left) alongside two speakers from Mitra (BUMDes) through the KKN-TKWU program Kunci, Heri Haerudin (top row, center) and Amrullah (top row, right), and at the same time refine their soft skills as during the pre-departure briefing for over 400 UNEJ students on Tuesday they immerse themselves in the village (November 24). communities. Meanwhile, Heri Haerudin shared on how to measure program impacts in communities.

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2.5.1.3 WORKSHOP TO STRENGTHEN PENTA HELIX KKN/PKL-TKWU FOR UNIVERSITIES AND POLYTECHNICS This activity will be conducted in March 2021 based on the Annual Work Plan.

2.5.2. ENGAGING THE PRIVATE SECTOR TO IMPROVE GESI AND INCLUSIVE WORKFORCE DEVELOPMENT Highlights:

• Mitra Kunci has been able to link and match private sector partners with disability organizations, who can then help them understand in more depth and from personal experience how to recruit and support PWD in the workforce, even connecting employers with potential workers from among their networks. These include Kerjaabilitas.com, ThisAble and DIFALINK. The Accor Hotels Group set up a webinar entitled “Unlock The Untapped Market; Differently Abled People " with DIFALINK to provide opportunities for prospective workers with disabilities. • In addition to its involvement in providing inputs to the Guideline on Equality and Inclusivity at the Workplace, the Ministry of Manpower is participating in dissemination, printing 2,000 copies of the guidelines (valued at around IDR 135,000,000) to be distributed to companies and also government agencies. The Ministry of Manpower also plans to promote the guideline at the provincial and district/city levels in the coming year. • Influenced by the project, MOM is developing a Ministry Circular Letter as a formal reference for companies and government agencies in making their workplaces more inclusive. • Mitra Kunci has also contributed to the development of the MOM Regulation No. 21 of 2020 on Guidelines for the Implementation of the Disability Service Units in the Manpower Sector. • H&M focused on GESI in its annual employee satisfaction following collaboration and mentoring from Mitra Kunci. The survey results show that inclusive labor policies provide benefits for workers, both disabled and non-disabled staff. 84% of workers of the eight H&M production units answered “Yes” to questions about whether the inclusive employment policy has helped to create a better workplace for them. • Cooperation with the provincial boards of directors (DPP) of APINDO has begun with the aim of building more intensive cooperation to encourage equality and inclusiveness practices in several APINDO member companies in three regions (West Java, Central Java and East Java).

2.5.2.1 COORDINATION AND COOPERATION WITH DPP APINDO TO PROMOTE IWD Series of Coordination Meetings with DPP APINDO This activity was planned to be conducted both online and offline with representatives from the APINDO provincial boards of directors (DPP) in three regions (West Java, Central Java and East Java); however, a suitable time was not found this quarter. Meanwhile, initial communications are now open, via the national APINDO office (DPN). Mitra Kunci will aim to hold these meetings in the next quarter.

Technical assistance for private sector partners This will follow the coordination meeting developments with DPPs in the three provinces.

2.5.2.2 COORDINATION AND COOPERATION WITH TVET INSTITUTIONS IN THREE PROVINCES Series of Focus Group Discussion (FGDs) with TVET institutions usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 18

Postponed until the next quarter. After having discussion with TVET, the activities were decided to be postponed due to TVET schedules and COVID-19. The new schedule of this activity is the end of January 2021.

2.5.2.3 COORDINATION AND COOPERATION WITH PRIVATE SECTOR IN THREE PROVINCES Initial coordination has begun and will be followed up in the next quarter. This activity is affected by the final agreement between DPP APINDO in three provinces and their company members on the final schedule. They decided to continue this activity after their provincial board meeting this year. Per latest communication with APINDO, they will be available to conduct coordination meeting in March 2021.

2.5.2.4 DISSEMINATION OF GESI GUIDELINE FOR PRIVATE SECTOR PARTNERS Webinar series for Companies with Multiple Branches This activity is a continuation of the launch of the Guideline on Equality and Inclusivity in the Workplace by Mitra Kunci, DPN APINDO and MOM on September 29, 2020.

Based on agreement with APINDO, the dissemination will conducted in three type of group of companies: • Group 1: Centralized organizations with branches across Indonesia • Group 2: Decentralized organizations with some local autonomy for example hotel and hospitality association • Group 3: Companies located in industrial area (independent companies in one geographical location, for example Kawasan Industri 2100, Bekasi West Java)

Group 1 The meeting was conducted by Mitra Kunci and DPN APINDO for Bank BCA Group on November 24, 2020. Attended by 99 regional offices and BCA Group subsidiaries throughout Indonesia, the workshop included a session by a representative of disabled workers from Bank BCA was asked to share his experiences about his day to day work, to give participants of HR units a clearer picture of how to support workers with disabilities. The DPO ThisAble also joined this activity and is building connections with BCA as a result.

Group 2. The Accor Hotels Group meeting was held in conjunction with the commemoration of International Day of Persons with Disabilities on December 3, 2020. This activity was carried out by Mitra Kunci and DPN APINDO and was attended by participants from 130 Accor Hotels throughout Indonesia. Mitra Kunci showcased how Permount Hotel Jakarta has implemented inclusive employment by not only recruiting workers with disabilities but also preparing proper accommodation both physical and non-physical for their workers, from the recruitment process up to the promotion process. Through the sharing of experiences related to the application of inclusive employment, all these hotels were able to learn from each other.

Mitra Kunci invited DIFALINK, a disabled persons organization located in Bali but providing services nationally, to share their experience of connecting job seekers and companies as well as practical tips on hiring staff with disabilities. After this event, Accor Hotels Indonesia planned a periodic monitoring and evaluation process in each hotel. Their GESI Action Plans included opening apprenticeship opportunities for people with disabilities.

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Group 3 The activity was carried out by Mitra Kunci and DPN APINDO for MM2100 Industrial Estate on November 05, 2020. Attended by more than 150 participants representing HR units in companies in the MM 2100 Industrial Estate. Garment company PT. Pan Pacific shared experiences of hiring people with disabilities. It is hoped by showcasing the Pan Pacific experience, these companies will have a clearer picture of the process and gain confidence to employ people with disabilities.

Mitra Kunci also invited representatives of Saujana’s platform Kerjabilitas.com to help link partners with PWD.

The MM2100 Industrial Estate Operations Manager stated his intention to disseminate the guideline to all industrial estates in Indonesia, so that companies in each industrial estate start to think about the possibility of employing people with disabilities and implementing inclusivity in the workplace.

2.5.2.5 TRAINING WORKSHOP TO DEVELOP A TEAM OF GESI FACILITATORS IN THE PRIVATE SECTOR This activity was delayed due to COVID-19 until February 2021. However, Mitra Kunci has completed the development of training modules, involving representatives of the private sector for input on training approaches that are most suitable for companies. The strategy for training rollout will follow when the modules are published, and where it is impossible to conduct online (related to reasonable accommocation, for example), Mitra Kunci will adopt strict health protocols to deliver the training with partner support.

2.5.2.6 MENTORING ON THE IMPLEMENTATION OF GESI ACTION PLANS FOR COMPANIES During the quarter, Mitra Kunci mentored H&M Indonesia, Accor Hotels Indonesia, Bank BCA and Kawasan Industri 2100, using slightly different approaches for each depending on their internal structure. Mitra Kunci also provided mentoring to eight production units of H&M Indonesia, facilitating the process of monitoring and evaluating their GESI Action Plans.

2.5.2.7 FACILITATING YOUTH COUNCILS FOR PYD ADVOCACY TEAM This activity aims to support inclusive workforce development programs in the three provinces and at the national level in Jakarta, to reinforce the practice of PYD and also to support policy advocacy related to youth. This activity is planned to be conducted in February – April 2021, however Mitra Kunci has started preparations and is taking opportunities to expand its network. As an example of this, on November 17, Mitra Kunci was invited to promote PYD through an online public lecture on social work for 130 children and youth at the Polytechnic of Social Welfare in Bandung, West Java (under the Ministry of Social Welfare) chaired by Mr. Marjuki, Director of the Polytechnic of Social Welfare (Poltekesos). Mitra Kunci discussed workforce entry for youth and introduced participants to the entrepreneurship initiatives developed through KKN-TKWU and PKL- TKWU programs.

2.6. TASK VI: EMPLOYMENT AND ECONOMIC EMPOWERMENT OF PERSONS WITH DISABILITIES Task VI has been designed to address the employment and economic empowerment of persons with disabilities in East Java Province through a series of activities that will increase market-based inclusive usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 20

workforce development in the province.

2.6.1 GATHER ACCURATE DATA ON PERSONS WITH DISABILITIES AT THE COMMUNITY LEVEL Data on the number of persons with disabilities is already available in each city/district through the Social Affairs Office, but for the purposes of this program, the data still needs to be processed or sorted according to age category and type of training, job competence and entrepreneurship opportunities that people with disabilities might be interested in.

Data on persons with disabilities in each district were obtained during the first coordination and technical meeting, as follows:

Table 4 – Data on PWD Number of District/City PWD Source of Data Surabaya Not collected yet - Sidoarjo 7,748 Social Welfare Kab Pasuruan 1,267 Social Welfare Kota Malang 2,927 Social Welfare, (Unified Social Welfare Data) Jember 5,470 Social Welfare Situbondo 6,950 Social Welfare and a Situbondo DPO Banyuwangi 4,695 Social Welfare, BAPPEDA

Most of these data are available at the Social Affairs Office, but they are not disaggregated, especially according to age categories as is needed for EEE PWD, nor do they include statistics on those who have had access to training, jobs and entrepreneurship opportunities. The Office of Social Affairs’ mandate is to provide social assistance in the form of basic needs for persons with severe categories of disabilities. The Office of Social Affairs and BAPPEDA, with support from EEE PWD, will carry out a rapid assessment to prepare disaggregated data.

From left to right, EEE PWD Cluster Facilitator, Makhrus Yusa (left), Head of BAPPEDA Situbondo, Mrs. Dra. Tri Cahya Setianingsih, MM and the Chairperson of local DPO PPDI 3, 2020. On this occasion the Head of Bappeda presented statistics on people with disabilities in the districts.

2.6.2 EXPAND ACCESS TO DATA ON INTERNSHIPS, JOBS, AND ENTREPRENEURSHIP OPPORTUNITIES

In order to get information on PWD, skills providers, and job or opportunities to them systematically package into formats that are easily accessible by both youth and job providers, EEE PWD is working closely with DPOs, TVET, relevant district offices, business association (DPP APINDO) and universities. usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 21

All cities / districts are at an early stage in identifying the types of training, apprenticeship or employment and types of entrepreneurship that can be accessed by persons with disabilities. Initial meetings have generated some connections and new interest, however, and the team continues to gather data to share.

Updates from districts/cities included:

PT JAI and the Alfamart Group (APINDO members who maintain the 1% composition of staff with Pasuruan disabilities, agreed to coordinate with the special senior high school in Pasuruan, and will agree on District mechanisms for recruitment at the beginning of the year. Malang City BLK Wonojati would like to accept two persons with disabilities in its five agriculture classes, however, adequate accommodation for persons with disabilities has not yet been developed so the next meeting will aim to to find a solution. The Cooperative and Small-Medium Enterprises Office has an activity unit called the Business Clinic which can be utilized by entrepreneurs with disabilities. Banyuwangi BLK Banyuwangi (previously involved in the Progresif Project) is ready to accept training participants District from people with disabilities in 2021 Situbondo Provincial BLKs are also ready to accept participants with disabilities District Jember District Persons with disabilities can be included in training packages organized by the relevant agencies. A new type of training will be determined after the approval of the APBD.

2.6.3 EXPAND ACCESS TO STARTUP CAPITAL FOR ENTREPRENEURS In the first technical coordination meeting, the team identified which agencies provide funds for startup capital. The EEE PWD team learned that the Cooperative and Small-Medium Enterprises Office in each district offers grants which can potentially be applied for and used for PWD. This will be followed up in the next quarter.

2.6.4 EMPOWERING OF DISABLED PERSONS ORGANIZATIONS (DPO) AT THE DISTRICT LEVEL EEE PWD has initiated collaboration with District Office of the Ministry of Social Affairs to empower DPOs at the district level to identify resources and provide access to these resources for PWD. This quarter EEE PWD has successfully engaged DPOs in five working areas: Malang City, Pasuruan Dsitrict, Jember District, Situbondo District, and Banyuwangi District.

These initial meetings included the Disability Family Forum, PPDI (Persatuan Penyandang Disabilitas Indonesia – Indonesia Association of PWD), and SLB (Sekolah Luar Biasa – School for Disabled). The result of the meetings showed that :

• DPO in Malang (Forum Komunikasi Disabilitas (FKD) is focused primarily on therapy for persons with physical disabilities • DPOs in Malang, Pasuruan, and Jember such as FKD and Perkumpulan Penyandang Disabilitas Indonesia (PPDI) are focused on sharing information among families with family members with disabilities rather than on economic empowerment • DPOs in Banyuwangi and Situbondo such as PPDI and Pelopor Peduli Disablitas Sidoarjo (PPDiS) have implemented advocacy efforts such as advocating for district regulation on PWD • All DPOs in Malang, Pasuruan, Situbondo, Jember and Banyuwangi such as FKD, PPDI, PPDiS, Gerakan untuk Kesejahteraan Tunarungu Indonesia (Gerkatin) and Persatuan Tunanetra Indonesia (Pertuni) have been involved in district meetings on PWD usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 22

This result has informed the EEE PWD team’s development of an action plan for each district/city to focus attention on the organizations most suitable to work as partners and most needing support for identifying resources for PWD.

2.6.5 FACILITATE MULTI-STAKEHOLDER COORDINATION The multi stakeholders’ coordination meetings were held with Bappeda at province level, through the unit of People's Welfare and the Division of Control and Evaluation (bidang Kesejahteraan Rakyat dan Bidang Pengendalian dan Evaluasi). The EEE PWD team has also submitted an official letter to hold a follow-up coordination meeting involving the Social Affairs Office, Manpower Office and Cooperative and Small-Medium Enterprises Office, but Bappeda due to their already hectic schedule, they have not been able to allocate a schedule until the end of the quarter.

Because of this situation, EEE PWD team coordinated separately with the Provincial Manpower Office, to exchange information about programs or types of training held by BLKs under the provinces in EEE PWD locations.

Coordination at the district level was also carried out under the coordination of Bappeda and EEE PWD team had already held technical meetings, except for Sidoarjo and Surabaya City.

Table 5 – EEE PWD Coordination at the District Level

Place and Time Participants Banyuwangi, 1 Bappeda, Dinas Sosial, BLK Banyuwangi, Dinas Pendidikan, December 2020 Baznas, Dinas Koperasi dan Perdagangan, Dinas Pendidikan, Dinas Tenaga Kerja, Dinas Tenaga Kerja, Transmigrasi dan Perindustrian, PPDI Banyuwangi, dan Pengawas Tenaga Kerja pada Dinas Tenaga Kerja Provinsi Jatim. Situbondo, 3 Bappeda, Dinas Sosial, BLK Situbondo, Dinas Pendidikan, Dinas December 2020 Koperasi Perdagangan dan Perindustrian, Dinas Tenaga Kerja, PPDI Situbondo, Sekolah Luar Biasa Menengah Atas Situbondo Jember, 4 December Bappeda, Dinas Sosial, Dinas Pendidikan, Dinas Koperasi, Dinas 2020 Tenaga Kerja, PPDI Jember, SLB Negeri Jember, BLK Jember Kota Malang, 16 Bappeda, Dinas Sosial, Dinas Pendidikan, Dinas Kesehatan, Dinas December 2020 Koperasi Perdagangan dan Perindustrian, Dinas Tenaga Kerja, Forum Keluarga Disabilitas, Pendamping Penyandang Disabilitas Kemensos di Malang, BLK Singosari, BLK Wonojati, UPT Rehabilitas Sosial Bina Netra (RSBN) Malang Kabupaten Pasuruan, Bappeda, Dinas Sosial, Dinas Pendidikan, Dinas Kesehatan, Dinas 18 December 2020 Koperasi, Dinas Tenaga Kerja, PPDI Pasuruan, Pendamping Sosial Masyarakat dari Dinas Sosial Provinsi Jawa Timur, Dinas Pariwisata, PT Alfamidi, PT AJI, SLB Negeri Pandaan

Through the meeting, it was agreed that the district level coordination mechanism would be under Bappeda to include the Social affairs Office, the Manpower Office, the Cooperative and Small-Medium Enterprises Office, the Trade and Industry Office. Private sector, universities and civil society organizations will be invited to the follow-up meeting.

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The Technical Coordination Meeting in Kabupaten Jember was conducted online, led by Andri Purnomo, Head of Social and Cultural Affairs Unit of Bappeda on December 4, 2020.

Some of the important points generated during coordination: ▪ BLKs in Banyuwangi, Situbondo and Malang are ready to accept participants of persons with disabilities. ▪ In Pasuruan, PT AJI and the Alfamart Group are also willing to get involved

2.6.6 INCLUSIVE GUIDELINES FOR TVET AND PRIVATE SECTOR EEE PWD has engaged two TVETs in Malang, two TVETs in Pasuruan, and TVET Situbondo to discuss the possibility to include PWD as participants in their regular trainings. These TVETs agreed to the idea, however they need technical assistance to manage these inclusive classes. EEE PWD will provide the technical assistance using the Guideline on Equality and Inclusivity in the Workplace (Panduan Kesetaraan dan Inklusivitas di Tempat Kerja) and engaging Sidoarjo and TVET Banyuwangi (Mitra Kunci’s current partners) to share their experiences.

EEE PWD also engaged Alfamart group and PT JAI as companies who already implement inclusive workplace initiatives to share their experience with other companies. EEE PWD will discuss more about companies positioned to receive technical assistance in the next reporting period.

2.6.7 INCLUSIVE CORPORATE SOCIAL RESPONSIBILITY (CSR) IN THE PRIVATE SECTOR This activity will be implemented in February – May 2021 as planned in the Y5 workplan.

2.6.8 AWARDS FOR INCLUSIVE CHAMPIONS, COMPANIES AND ORGANIZATIONS Not yet implemented. This activity will be implemented in August 2021 and MK will start the preparation on March-April 2021.

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2.6.9 Expand Inclusive Workforce Development Champions Among Partners

The EEE PWD team has already been able to identify number of champions for IWD: • In Pasuruan, EEE PWD has identified PT JAI and the Alfamart Group as private sector champions. They are existing APINDO member companies with commitment to Mitra Kunci’s GESI program. • In Situbondo, the PPDiS (Pelopor Peduli Disabilitas Situbondo) has become a champion for civil society organizations on disability issues will continue to work with EEE PWD to expand its advocacy outreach in Situbondo, Jember and Banyuwangi. • Additionally, the Sidoarjo and Banyuwangi BLKs, previously been involved in the Mitra Kunci Progresif program, could become champions to assist other BLKs in preparing BLK facilities to be more accessible for persons with disabilities. • Meanwhile in Malang City, EEE PWD team identified the Warung Inklusi DPO group to provide support for entrepreneurs with disabilities through their culinary business, convection, and shoe and helmet laundry services.

2.7. PROJECT IMPLEMENTER RESULTS Section 2.1.5 above focused on how Mitra Kunci supports Project Implementers or PIs. Section 2.6 focuses on the activities and results achieved by PIs. As both SINERGI 2.0 and Progresif have now ended, the emphasis shifts to follow up activities under Mitra Kunci directly, aimed at assuring sustainability.

● Progresif was led and implemented by Saujana. This program started on October 15, 2019 and completed its grant-funded activities in September 2020 and continued its close out during this quarter. ● Increasing Inclusive Workforce Development for the Private Sector, implemented by APINDO from February 17, 2020 to September 30 and with a no-cost extension (NCE) through March 31,2021, works with 20-30 of its member companies to promote and improve the inclusivity of their hiring and HR policies so that they promote Gender Equality and Social Inclusion (GESI) in their companies and with their partners. Following the end of this activity, Mitra Kunci will liaise directly with member companies to promote GESI.

2.7.1. FOLLOW UP ON SINERGI ACTIVITIES IN CENTRAL JAVA Through the new Semarang based field staff, Mitra Kunci has committed to following up the advocacy and IWD work of SINERGI 2.0. On December 22, Mitra Kunci attended a Manpower and Transmigration (DISNAKERTRANS) Coordination Meeting and discussion focusing on USAID Key Partner technical support to the Provincial Government of Central Java, as it updates its E-Makaryo job matching application (developed by the Provincial Mapower and Transmigration Office). The E-Makaryo website is at https://bursakerja.jatengprov.go.id/.

This application responds to the need of the Central Java Industrial Estate—a specialized industrial zone— for competent job seekers that are ready to work and aims to link and match job seekers and job providers. Technical assistance is sought to better assess the talent and interest of job seekers/prospective workers, and DISNAKERTRANS sees an opportunity to incorporate components from the Rencanamu application developed through SINERGI, which it sees as user friendly and can be adapted for this purpose. Provincial BAPPEDA is supporting this approach and sees the potential of the usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 25

updated application to prepare young people (job seekers) to compete for jobs in the Joint Economic Zone industry in Central Java.

The team has also maintained links with the POKSI and Youth Support Networks established by SINERGI, and it is expected that these groups will be able to contribute to the development of E- Makaryo.

2.7.2. PROGRESIF PROGRESIF (Pro Generasi Kerja Inklusif) which was led by Lembaga Saujana from the former Mitra Kunci grant Ayo Inclusive! ran for 14 months and ended this quarter. Saujana is the institution that developed and managed Kerjabilitas, inclusive job services for persons with disabilities. The PROGRESIF project aimed to improve the disability-inclusive employment system in East Java through increasing the inclusiveness of the two Balai Latihan Kerja (BLK) / Work Training Centers under the Ministry of Manpower, as well as providing technical assistance for employers in East Java so as able to recruit job seekers with disabilities. Assistance focused on raising awareness of inclusive employment. Parallel to that, PROGRESIF also worked to increase the capacities of youth with disabilities, through training, coaching and mentoring, focusing on work preparedness.

Below is the summary of the project’s deliverables and achievements.

Table 6 – PROGRESIF Deliverables No Deliverables Check list 1 Work Plan  2 MEL Plan  3 GESI Action Plan  4 PYD Plan  5 Inclusive Workforce Model for TVETs  6 Companies Business Case  7 ToT for TVETs Module  8 JPT Module  9 Coaching Module  10 Monthly Report  13 Close-out and demobilization plan 

Table 7 - PROGRESIF Indicators: Targets and Achievements Indicator Target Achieved Differences 1.1 Number of service providers trained who serve 40 40 0 vulnerable persons 1.2 Number of institutions adopting improved workforce 2 2 0 development training curriculum (USAID New) 2.1 Number of individuals accessing the Kunci Program 265 236* -29 Activities increase 2.2 Number of individuals who complete USG-assisted 150 155 +5 workforce development programs (EG 6.3) 2.3 Number of individuals with improved skills following 120 144 +24 completion of USG-assisted workforce development programs (EG 6.2)

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2.4 Number of individuals with new or better employment 60 52 -8 following completion of USG-assisted workforce development programs (EG 6.1) 4.1 Number of Skills Development and Employment n/a 387 - Opportunities publicized 5.1 Number of youth reporting increased self-efficacy at the 120 148 +28 conclusion of USG-assisted training/ programming (Youth power) 6.1 Number of companies participating in workforce 75 181 +106 development programs (USAID New) *The actual achievement is 297, however, only 236 of them have complete data (gender, age)— there are 61 without gender and age data), hence we only reported 236 in the PITT

By December 2020, PROGRESIF had succeeded supporting two BLKs under the Ministry of Manpower, BLK Sidoarjo and BLK Banyuwangi, to became disability-inclusive and able to train students with disabilities. This was done by improving physical and non-physical accessibility, opening training for participants with disabilities, and training students with disabilities. In terms of physical accessibility, BLK Sidoarjo and BLK Banyuwangi BLK built ramps and renovated toilets to make them wheelchair accessible, using the BLK’s own funds. In terms of non-physical accessibility, instructors and staff at both BLKs were given training in conducting disability inclusive training. This included security guards (satpam) and registration officers who could be expected to be first encounters for PYD coming to the BLKs. PROGRESIF also facilitated a meeting of regional DPOs and private sector partners with each BLK, attempting to jointly improve physical accessibility, and further develop inclusivity through follow up joint action.

The project also involved BLK Surabaya, which trained two youth with disabilities who wanted to join training at BLK Sidoarjo, following PROGRESIF efforts to ensure their inclusion.

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Example of reasonable accommodation at BLK Sidoarjo, before and after

Four months after it started, the PROGRESIF project was affected by the COVID-19 pandemic, as employers who would normally be expected to begin hiring PWD were having to lay off staff. The project pursued its target and conducted outreach to 238 employers who were able to open 459 job and internship opportunities for youth with disabilities. Internship opportunities were offered in anticipation of the low interest in employers to add staff during pandemic. Of the total employers, 31were located in East Java. Technical assistance provided by PROGRESIF included physical visits, online technical assistance, job matching with vacancies, and physical and virtual job fairs.

TVET Engagement Officer and Employer Engagement Officer observing the practice of making a bed by Devi, a youth with disabilities, accompanied by Head of Implementation, Mr. Sri

PROGRESIF also worked on the supply side in inclusive employment systems, supporting job seekers with disabilities. Job and Preparedness Training (JPT), Coaching Career Online (CC Online), and Hard Skill Training were conducted with BLKs, though not mandatory for all, and were customized to the needs of youth with disabilities. By the end of project, 50 youth with disabilities had participated in JPT and 100 youth with disabilities had participated in CC Online. Of the 50 participants who took part in usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 28

JPT, 12 were then trained at the BLK. In addition, five youth with disabilities were also supported at the job matching stage. 50 were able to obtain new or better employment. Their various disabilities are physical and sensory disabilities.

Example of online career coaching

The process of implementing JPT and CC Online was carried out by involving DPO representatives, youth with disabilities who are already working, local governments, BLK instructors, and job providers. This ensured that each element in the inclusive employment system has a fairly close understanding of the reality of disability issues, and the perspective of employers in recruiting people with disabilities. CC Online was expanded to reach all classes rather than being in person, due to the pandemic. However, this ultimately opened wider opportunities, not only for youth with disabilities in East Java, but also those in other cities in Indonesia.

The job matching process through Kerjabilitas continued, even during the pandemic. For youth who received new jobs, employment was in both the formal and informal sectors, such as online businesses or home businesses. Paid internships have also started with Kerjabilitas partners. Some paid internships for PWD are also carried out using a Work from Home (WFH) model. PROGRESIF has also widened opportunities by not only doing job matching for employers in East Java, but throughout Indonesia.

What the beneficiaries say about the program “Honestly, I never thought that I would be able to become a receptionist. Previously, I thought that receptionists had to have a friendly appearance and be "good looking", especially in a large company, and I didn’t know such positions could be filled by people with disabilities, especially those without a right hand from elbow to finger like me.

For this provision of opportunity and trust, I feel very grateful and say many thanks to the program team for connecting me to my current job. My dream of getting a job to make myself independent finally came true after I became a participant in PROGRESIF Online Career Coaching in mid-June, and the team could find out my competencies and recommend my profile to the company.

Without taking part in PROGRESIF Career Coaching, maybe I would not be as confident as I am now in taking an interview test and would not have not really had the soft skills to succeed. During the training I gained a lot of new knowledge about important things usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 29

to prepare for entering the world of work, the knowledge I gained was very helpful for my interview.

I have been working for the company for almost a month now and I feel happy because the whole team and work environment is very humble, warm and supportive. Unexpectedly, on my birthday today, the CEO and co-workers together gave a surprise birthday cake and we celebrated it together as a family.

In the future, what I will do to maintain this self-belief is to continue to study to improve my performance. The point is, you should not give up easily and keep up the spirit”.

Agustin Larasati Kader of PROGRESIF Online Career Coaching Class E, working as a receptionist at PT. Principal Asset Management, South Jakarta

“There is no other word than that it is great to be able to find a job so fast, near my house too. Initially, due to a joint discussion during the Career Coaching session during the Basic Work Readiness training in Sidoarjo, I told the PROGRESIF team that I wanted to be registered for the Graphic Design training at BLK Banyuwangi. But because of the pandemic the training was postponed, I just gave up. Unexpectedly, during that waiting period, an offer came to join the recruitment of the Alfamart Crew Store in my city from the PROGRESIF team. Without thinking, I immediately registered and headed to the nearest Alfamart to pose in front as a registration requirement.

Throughout the process, I was constantly supported by the PROGRESIF team. For this kindness, I got even more excited when I went through the interview process and I got a pretty good response.

After a week of training, starting August 1, 2020, I have signed a contract and just have to do this work as well as I can. Interestingly, when I started being placed in a shop, it turned out that one of the employees was my high school friend. Not only did I get a job, I also had a reunion.”

Andre Firmansyah Pattirajawane Kader of PROGRESIF Job Preparedness Training Sidoarjo, working as Crew, Alfamart Branch Tulungagung

Andre poses in front of Alfamart Branch Tulungagung as a condition for registering for the Crew Store position. Andre’s story was mentioned briefly in the previous report, this article gives more depth on his story.

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2.7.3. APINDO Collaboration with APINDO started last year and is also described in in Section 2.5.2. Below is a summary of project achievements this quarter.

Achievement of Program Indicators a. Number of individuals with new or better employment following completion of USG-assisted workforce development programs (2.4) Collaboration with the private sector during this period recorded quite a number of achievements as stated in the Indicator 2.4 program. After conducting a job satisfaction survey conducted with H&M Indonesia involving its eight production units in November 2020. The survey result showed that 84% of respondents in Central Java stated they agreed that the implementation of inclusive labor policy in their workplace was positive and gave them a better work environment. See Section 6 for more details. b. Amount of Resources Leveraged from Public or Private Sector Partners (3.1) During this period, contributions were allocated from the Indonesian Ministry of Manpower and the private sector. The contribution that came from the Ministry of Manpower was in the form of printing cost for 2000 copies of Guideline on Equality and Inclusivity at the Workplace with a total budget of IDR 135,000,000. In addition, other contributions also recorded during this period amounted to IDR 36,500,000 (Rp. 100 thousand x 365 participants) in the form of internet quota paid independently by each company that participated in the launch and dissemination of the Guideline on Equality and Inclusivity in the Workplace (Panduan Kesetaraan dan Inklusivitas di Tempat Kerja) c. Number GESI Initiatives Implemented (3.3) Five GESI initiatives were conducted in this period, including Ministry of Manpower, the MM2100, BCA Bank Group and the Accor Hotel Group initiatives to distribute the Guideline on Equality and Inclusivity in the Workplace (Panduan Kesetaraan dan Inklusivitas di Tempat Kerja), plus the contribution to the design of the H&M employee satisfaction survey focusing on GESI. d. Number of Companies Participating in Workforce Development Programs (6.1) Up to this reporting period, Mitra Kunci successfully engaged a total of 309 companies involved in several activities carried out in collaboration with DPN APINDO and the private sector. These companies were involved in the launch of the Guideline on Equality and Inclusivity in the Workplace in collaboration with MM 2100 Industrial Estate (November 5), Bank BCA Group (November 24) and Accor Hotels Group (December 3).

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3. FEATURE STORY Embracing new opportunities: how joining a PROGRESIF training course opened doors for a young woman with disabilities Born with spastic cerebral palsy which keeps her in a wheelchair, Pipit Dwi Candrasari, now in her thirties, is living her life to the fullest. “After graduating from high school, I worked as an administration staff at Budi Asih Special Junior High School where I also studied. I was tasked with typing exam questions and assisting the students with disabilities. I was paid only IDR 50,000 (less than US$4) to supplement my transportation, but I was happy to be able to give my contribution for the school,” said Pipit, who grew up in Madiun, East Java.

Pipit’s working experience at an advertising company, which she got after participating in PROGRESIF’s Basic Job Preparedness Training program, has sparked her new interest in graphic designing,

In January 2020, she found Kerjabilitas.com and decided to apply for Job Preparedness Training offered by the PROGRESIF program the following month. Pipit’s mother, Aminah, was initially hesitant to leave her youngest daughter on her own for five days in Sidoarjo, two hours away from home. “However, once we have arrived, I was told that Pipit will have someone assigned to assist her throughout the training. I was relieved to be able to leave her and pick her up after the training was done,” said Aminah, who always accompanies Pipit wherever she goes. After completing the Progresif course, Pipit decided to focus on administration and signed up for office administration training at the East Java Office of Manpower and Transmigration’s Job Training Center in Surabaya. When the training commenced in July, Pipit and her mother rented a room for two months, a few minutes’ walk away from the Center.

The Job Preparedness Training by Progresif helped boost herself-reliance and self-confidence, and based on what she learned, she refined her CV. Meanwhile, the Job Training Center helped her to develop both her hard skills and soft skills for administrative work, and connected her to Madiun City’s Office of Social Affairs, which later offered Pipit an internship position in the administration department at Bintang Lima Production, a local advertising company. Pipit welcomed the offer with open arms, as she was eager to experience the ‘real’ workplace and the challenges that come with it, and how she could put her skills on office administration into practice.

Meanwhile, Bagus Panuntun, owner of Bintang Lima Production and a member of Madiun City Parliament, observed that, “Not many Madiun-based companies have given the chance for people with disabilities to intern or work. Therefore, I was keen to respond to the inquiry from the Office of Social Affairs to offer internship positions to two job seekers with disability at my company, Pipit was one of them,” said Bagus. Puput, Manager of the Printing Division at Bintang Lima Production, where Pipit interned from November to December 2020, noted Pipit’s commitment, quality of work, and eagerness to learn new things, saying that “Pipit was placed at the administration division, but she developed an interest in graphic design, so we gave her the chance to learn graphic design and eventually she was able to help us prepare designs for customers. We think she had done a good job and is highly motivated to keep on learning,” said Puput.

Pipiit’s family is strongly behind her. “She has strong will to learn graphic designing and has registered for a graphic design course to start in January 2021”, said Suwarno, Pipit’s father.

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Pipit was delighted to have been exposed to learning and working experiences as a beneficiary of the PROGRESIF program, which gave her a start by giving her “invaluable experience, useful knowledge and skills, new friends, and a newfound interest in graphic design”.

4. CHALLENGES AND SOLUTIONS COVID-19 continues to prevent in-person activities and poses an ongoing risk to the team. At the time of reporting, COVID-19 cases are still increasing and the telework policy has been extended again to January 8, 2021 in line with the Government’s tightening restrictions. The application of a ‘new normal’ in mid 2020 was not effective in limiting the spread of the virus and based on official data from the Government’s Covid-19 Task Force (BNPB), the number of positive cases is still increasing in Jakarta and surrounding areas. On December 7, the Governor of Jakarta extended the policy of Large-Scale Social Distancing (Pembatasan Berskala Besar/PSBB) through December 21. Additional restrictions and a stricter testing regime were put in place to limit travel during the Christmas and year end period. Meanwhile in the World Trade Center (WTC), the location of the project’s main office, building management regularly reported positive cases in the complex, with an increasing trend this quarter, which indicates that it is not yet safe for staff to return to the office, see below:

Table 8 – COVID-19 in the World Trade Center Complex, October- December 2020 Month Positive COVID-19 cases October 7 November 12 December 40 Total cases this quarter 59

Mitra Kunci’s response to continued COVID-19 risk After almost 10 months of telework, Mitra Kunci staff and grantees/partners have successfully adjusted their approach which allows them to implement the program, applying health protocols for in-person activities when necessary, otherwise keeping activities online as much as possible. The team combined online and offline approaches to accommodate partners’ needs, for example during November and December 2020, the EEE PWD team in East Java conducted serial offline consultation meetings with GOI partners in seven districts (Surabaya, Sidoarjo, Malang, Pasuruan, Banyuwangi, Jember and Situbondo). The team applied COVID-19 health protocols for the offline events, providing antigen rapid tests for all participants before entering the meeting facilities. Some of those meetings were also online to allow the Mitra Kunci team in Jakarta to participate.

Meanwhile the Ministry of Manpower has not been able to adopt online meetings due to technical limitations, so during November and December 2020, Mitra Kunci DCOP Muhammad Hudallah attended three in-person Ministry of Manpower Coordination Meetings in Bekasi, Padang and Makassar as requested and invited by MoM. Mitra Kunci representation in those three meetings was critical as the events focused on MOM’s strategy for strengthening Community BLKs. Prior to each trip, Muhammad Hudallah was required to take antigen tests.

Based on the above, Mitra Kunci has not yet been able to submit its office re-opening plan to DAI’s corporate office along with the completed Risk Assessment Tool (RAT). This plan is under routine review. In the case of the EEE PWD office in Surabaya, it is open only for critical operational work.

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Development of Private Sector GESI Action Plans by APINDO members is patchy, and employment of PWD is hampered by the impact of COVID-19 The nature of Mitra Kunci’s relationship with APINDO member companies is indirect, so while the team can assist when requested to be involved directly (as has been the case with Kalbe Farma for example), we are not positioned to follow up with each company directly, and the format and implementation of action plans is optional for them. The ongoing challenges related to the impact of COVID-19 on APINDO’s member companies mean that recruitment of new workers continues to be constrained, and with that, the recruitment of PWD is also constrained. It has not, however, prevented private sector partners from engaging on policy development and improving practices on GESI more broadly, and following the launch and publication of the GESI Guidelines, several companies have taken the initiative to promote GESI among their subsidiaries and branches. Some of these companies include those in the industrial area MM 2100, Bank BCA and the Accor Hotels Group, and Mitra Kunci continues to support this scaling of GESI initiatives. This is also demonstrated by the increase in youth receiving better employment this quarter, as the project has dedicated more attention to creating an inclusive workplace, while job shortages continue.

While some companies under APINDO have demonstrated commitment and progressed quickly along the lines of the plans developed with Mitra Kunci support, not all companies have followed through in this way. In some companies, the lack of follow-up, encouragement and enforcement by senior management has contributed to the delay in implementing the action plans. Additionally, the impact of COVID-19 on many companies has resulted in hiring freezes which unfortunately affects their ability to follow up on inclusive hiring, however they have remained active in contributing to the development of the GESI Guidelines. Accor Hotel Group is a case in point, and due to the impact of COVID-19 and mass layoffs in the hotel sector, they have not signed the MOU with Mitra Kunci, although the Group has been very much involved in the Guideline on Equality and Inclusivity at the Workplace development and dissemination. Mitra Kunci’s response has been to continue to engage on the action plans and provided mentoring support to those companies who request it and demonstrate ongoing commitment to IWD.

MK not continue the planned grant for United Tractors After long discussions and consultations with MOM, Mitra Kunci has decided not to develop a new grant for United Tractors due to MoM’s strategy shift to strengthen Community BLKs through entrepreneurship and self-employment programs instead of through cooperation with industry due to the overall impact of COVID-19 on investment in Indonesia.

5. PERSONNEL AND OPERATIONS Personnel Recruitment of EEE PWD Team at East Java Following the approval of the “Market-based Inclusive Workforce Development (MIWD)” project for East Java Province which was then integrated under the new task Employment and Economic Empowerment of Persons with Disabilities (EEE PWD) in East Java, by November 9, all six EEE PWD staff were onboard (see detail in table below).

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Table 9 – New Hires for the EEE-PWD Project in East Java No. Name Position Start/end date Provincial Project Coordinator Yofianus Toni Sakera Hired: Nov 1, 2020 – Oct 31, 2021 1 (PPC) Monitoring and Evaluation Officer Budi Setiawan Hired: Nov 1, 2020 – Oct 31, 2021 2 (MEO) 3 Finance & Admin Officer (FAO) Catur Rukmiyanti Hired: Oct 1, 2020 – Sep 30, 2021 Cluster Facilitator 1 (CF-1) Area: Rosana Yuditia Ripi Hired: Nov 9, 2020 – Nov 8, 2021 4 Surabaya and Sidoarjo Cluster Facilitator 2 (CF-2) Area: 5 Khusnul Khotimah Hired: Nov 9, 2020 – Nov 8, 2021 Malang and Pasuruan Cluster Facilitator 3 (CF-3) Area: Makhrus Yusa’ Hired: Nov 9, 2020 – Nov 8, 2021 6 Jember, Situbondo and Banyuwangi

Resignation of Monitoring and Evaluation Specialist On December 2, 2020, Monitoring and Evaluation Specialist, Muhammad Fuadi submitted his resignation and informed Mitra Kunci management that his last day would fall on December 31, 2020. Office and HR Manager Mitra Kunci prepared all documents as required by DAI regulations and will recruit a replacement. Rohmat Hidayat, Mitra Kunci Database Specialist will take over Fuadi’s responsibilities in the interim.

Table 10 – Staff Changes No. Name Position Start/end date Muhammad Fuadi Monitoring & Evaluation Employment ended Dec 31, 2020 1 Specialist

Mitra Kunci Response to COVID-19 and Work from Home Policy Section 4. “Challenges and Responses” describes the Mitra Kunci response to COVID-19 in more detail, including the implementation of a Work from Home (WFH) and telecommuting policy and protocols. The WFH and telecommuting policy was implemented on March 13th and was extended through the end of the year. During this quarter, MK extended this policy three times: 1-30 October 2020, 1-27 November 2020 and 28 November 2020 – 8 January 2021. Each staff member was required to sign the policy and create individual work plans. Staff supervisors were required to monitor staff progress while working from home as well as to have regular meetings using video-conferencing technology.

Operations VAT Payment Log Report – July – December 31, 2020 With reference to OAA Notice No.03-CY2017 Guidance for Implementing Partners to Apply for Value Added Tax (VAT) Exemptions, Mitra Kunci has compiled its VAT Payment Log to get USAID Approval for reimbursing for VAT expenses made between July – December 2020 that did not fall under one of the noted exception category. As a USAID-funded program, Mitra Kunci is tax exempt under the bilateral agreement between the United States and the GOI. However, while Mitra Kunci has received an MOU from its GOI counterpart, the Ministry of Research, Technology, and Higher Education, we have not received a Notification of Award (NOA) as of December 31, 2020 (the end of the last tax year).

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6. MONITORING AND EVALUATION RESULTS This section includes an analysis of results for the nine standard (F) and youth power indicators required by USAID. A full set of Mitra Kunci indicators and results can be found in Annex 3.

USAID Required Indicators: 1.1 Number of service providers trained who serve vulnerable persons (ES 4-2) 1.2 Number of host country tertiary education institutions receiving capacity development support with USG assistance (ES 2-1) 1.3 Number of institutions adopting improved workforce development training curriculum (USAID New) 2.1 Number of Individual Accessing Mitra Kunci Program Activities (custom) 2.2 Number of Individuals who complete USG-Assisted workforce development program (EG 6-3) 2.3 Number of individuals with improved skills following completion of USG-assisted workforce development programs (EG 6-2) 2.4 Number of individuals with new or better employment following completion of USG-assisted workforce development programs (EG 6-1) 5.1 Number of youth reporting increased self-efficacy at the conclusion of USG-assisted training/programming (Youth Power) 5.2 Number of youth trained in social or leadership skills through USG assisted programs (Youth-1) 6.1 Number of companies participating in workforce development programs (USAID New)

It is important to note that in its approved Annual Monitoring and Evaluation Plan (AMEP) in July 2019, Mitra Kunci set annual targets, however for some indicators in year five the target has not yet been set. in this quarter Mitra Kunci is in the process of proposing to revise the AMEP including revised targets and additional indicators related to the EEE Project, indicators in this report still refers to year four target.

Indicator 1.1 (ES. 2-2): Number of service providers trained who serve vulnerable persons This indicator is defined as individuals who are taught a particular skill, type of behavior, approach, and/or attitude that increases their capacity to serve vulnerable persons. This indicator is currently counted for lecturers and students who are trained by Mitra Kunci to train other lecturers and students who will eventually serve vulnerable populations through the student service program (KKN/PKL- TKWU). Mitra Kunci also counted instructors who are trained by Mitra Kunci or Project Implementers (PIs) to train other BLK instructors and trainees at BLK.

The cumulative target through Year Four is 1,000 service providers trained who serve vulnerable persons (Year Five target has not been set), and the results in this quarter was 1,304 in total (743 male and 561 female). In total, Mitra Kunci is 30% above the target. No further service providers were trained this quarter so the number (1,304) remains the same as the previous quarter.

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Figure 2. Service Providers Trained Who Serve Vulnerable Persons

Indicator 1.2 (ES 2-1): Number of host country tertiary education institutions receiving capacity development support with USG Assistance A tertiary education institution is an organization that provides educational opportunities that build on secondary education, providing learning activities in specialized fields. It focuses on learning at a high level of complexity and specialization. Tertiary education is commonly understood as academic education but also includes advanced vocational or professional education. Tertiary education may be offered at public or private universities, colleges, research institutes, and training institutes, among others.

Mitra Kunci conducted training of trainers for the KKN/PKL-TKWU with representative participants from various universities and polytechnics in West Java, Central Java and East Java. Mitra Kunci also conducted a workshop focused on how to develop a road map and business model for Community BLK with representative participants from Ministry BLK, Community BLK and other institutions. In addition, Progresif conducted training of trainers on how to design and deliver inclusive training with representative participants from BLK in East Java.

The cumulative target through Year Four is 150 (Year Five target has not been set) and a total of 111 institutions received capacity development assistance from Mitra Kunci and PIs. In total, Mitra Kunci has reached 74% of the target. No further tertiary education institutions were trained this quarter so the number (111) remains the same as the previous quarter, the target is expected to be achieved by the end of Year Five after working with MOM on developing an inclusive training curriculum for community BLKs.

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Figure 3. Tertiary Education Institution Receiving Capacity Development Support With USG Assistance

Indicator 1.3 (USAID New) Number of institutions adopting improved workforce development training curriculum Institutions for this indicator refers to a wide range of training and vocational institutions (TVET) supported by Mitra Kunci partners that provide workforce development programs to youth. Institutions are frequently identified as either public or private providers such as the vocational training centers (Balai Latihan Kerja/BLK) higher education institutions (HEIs), skills training institution (Lembaga Keahlian dan Pelatihan/LKP and Lembaga Pelatihan Keterampilan/LPK), training center within private sector companies and other non-formal institutions delivering training for work readiness. Further, HEIs refers to university, vocational higher education institutions (Polytechnic) and community colleges (Akademi Komunitas).

The cumulative target through Year Four for this indicator 35 (Year Five target has not been set). So far, 21 institutions have adopted improved workforce development training curriculums consisting of 10 universities that have adopted a training curriculum for KKN/PKL-TKWU and 7 training provider (BLK/LPK/LKP) that have adopted a training curriculum for soft skills and entrepreneurship training and 3 polytechnics have adopted a training curriculum for PKL-TKWU. Mitra Kunci has reached 57% of the target. No further institutions adopting improved workforce development training curriculum so the number (21) remains the same as the previous quarter, the target is expected to be achieved by the end of Year Five after working with MOM on developing an inclusive training curriculum for community BLKs.

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Figure 4. Institutions Adopting Improved Workforce Development Training Curriculum

Indicator 2.1 Number of Individual Accessing Mitra Kunci Program Activities This indicator is counted by the number of individuals who directly or indirectly participate in or access Mitra Kunci Project activities, including PI activities.

The cumulative target through Year Five for this indicator is 95,000. The total number of individuals who accessed Mitra Kunci’s programs was 78,097 (27,3605 male and 50,492 female). During this quarter, the number of individuals accessing Mitra Kunci activities increased by 21,111 from 56,986 to 78,097. The significant increase in the number of individuals who are accessing Mitra Kunci activities can be attributed largely to private sector engagement activities in the implementation of equality and inclusiveness in the workplace activities and the KKN/PKL TKWU program in higher education. Mitra Kunci has reached 82% of the target, which is expected to be achieved by the end of Year Five after KKN-TKWU batch #5 and Mitra Kunci activities are completed. The disaggregated data by sex and implementer are shown in Figure 4 below.

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Figure 5. Individual Accessing Mitra Kunci Program Activities

Indicator 2.2 (EG 6.3): Number of individuals who complete USG Assisted Workforce Development Program This indicator is counted by the number of individuals that have met the completion requirements of a structured workforce development program (components of which are defined by the program offered). For Mitra Kunci, this includes any individual who completes a training program (i.e., soft skills training, hard skills training, internships, apprenticeships) for which Mitra Kunci has provided some assistance (training of trainers, improvement of curriculum, etc.). The training program can be conducted by Mitra Kunci, PIs, or by a partner who receives assistance from Mitra Kunci. This also includes assistance to employers/businesses (e.g. capacity development support focused on in-house employee training, human resource development, inclusive policy, etc.).

The cumulative target through Year Five for this indicator is 40,000 and the total number of individuals who completed USG assistance workforce development programs was 30,774 (12,085 male and 18,689 female), In this quarter, an additional 1,257 students have completed the KKN/PKL-TKWU program and 2 youth with disabilities have completed job preparedness training and career coaching conducted by Progresif, increasing the total number of individuals who complete USG Assisted Workforce Development Programs from 29,515 in the previous quarter to 30,774. Mitra Kunci has reached 77% of the target. Mitra Kunci accounted for 29,116 or 95% of this result based on students who completed the KKN/PKL-TKWU program and PIs the remaining 5%.

Indicator 2.3 (EG 6.2): Number of individuals with improved skills following the completion of USG-assisted workforce development programs Improved skills are measured by a pre/post assessments/test. Individuals with a higher score or better results (as defined by the program offered) on the skills post-test are counted. Skills here are meant to include soft skills, vocational skills, technical skills, or other workforce-relevant skills defined by the program offered. Assessments/tests may vary depending on the emphasis of the program. For example, students who complete the KKN-KWU program will receive a grade and those students who pass the course (A, B or C) are considered to have improved skills.

The cumulative target through Year Five for this indicator is 36,136 and the total number of individuals with improved skills following the completion of USG-assisted workforce development programs is 30,059 (11,748 male and 18,331 female). In this quarter, an additional 1,617 students have improved skills after completing the KKN/PKL-TKWU program, increasing the total number of individuals with improved skills following the completion of a USG-assisted workforce development programs from 28,442 in the previous quarter to 30,059. Mitra Kunci has reached 83% of the target. Mitra Kunci usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 40

accounted for 27,898 or 95% of this result and PIs the remaining 5%. Most of Mitra Kunci’s result can be attributed to students who gained improved skills upon completing the KKN/PKL-TKWU program.

Indicator 2.4 (EG 6.1): Number of individuals with new or better employment following completion of USG-assisted workforce development programs This indicator is counted by the number of individuals with new or better employment following completion of USG-assisted workforce development programs. New employment is based on a change in status from not employed to an employed. Better employment is based on the participant’s perception of whether the employment is better (it could be better because it is closer to home, has better pay, growing business, is full time rather than part time, better working hours, safer work environment, more inclusive workplace policies, etc.).

The cumulative target through Year Five for this indicator is 11,000 and the total number of individuals with new or better employment following completion of USG-assisted workforce development programs is 14,619 (1,962 male and 12,657 female including 155 youth with disabilities). In this quarter, an additional 23 individuals with new employment can be attributed to the KKN/PKL-TKWU program and PROGRESIF project and an additional 12,843 individuals with better employment can be attributed to private sector engagement activities in the implementation of inclusive workplace activities (for explanation see the box below), increasing the total number of individuals with new or better employment following completion of USG-assisted workforce development programs from 1,753 in the previous quarter to 14,619. Mitra Kunci is 33% above the target.

Figure 6. Individual Who Have Completed The Training Series, Improved Skills, And Got New Or Better Employment

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H&M Employee Satisfaction Survey on the Inclusive Workplace Initiative

On October 2020, H&M, with assistance from Mitra Kunci, conducted a survey to evaluate company interventions in inclusive workplace development from two types of respondent:

1. Management of eight production units under H&M network, related to the implementation of inclusive workplace development initiatives 2. Workers of these eight production units related to their perspectives on their employer’s inclusive workplace development initiatives (employee satisfaction survey)

H&M used the following sampling method for its employee satisfaction survey, including all PWD staff in production units (118) plus a sample of 124 Non PWD Staff out of the total of 18,892.

A summary of the key characteristics of the 342 respondents are shown below:

Gender Age

10|3%

66; 19% < 20 Years 104|30% 80|23% 20-24 Years Male 25-29 Years Female 30-34 Years 276; 81% 74|22% > 34 Years 74|22%

The detail of the questionaire is available as annex 7. The three key questions related to inclusive workplace developement are: • Do you know that everyone has the potential to become disabled? • Are you aware of any company regulations "regarding equal treatment of all employees and not discriminating against certain employees including employees with disabilities" in the workplace? • Do you think these regulations are beneficial and beneficial for employees? • If you considered the policy is beneficial, why?

Results of the survey 87% of respondents understood that everyone has the potential to become disabled, and a similar proportion (88%) were aware that their company had an inclusive workplace policy, while 10% did not know and 2% did not respond. 84% considered this policy to be beneficial, while 15% did not respond and 1% said it was not beneficial.

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Everyone Has the Potential to Become Disabled

33| 10%

Yes No

309| 90%

Aware of Inclusive Policy

5| 2%

35| 10% Yes No No answer 302| 88%

Consider the Inclusive Workplace Program is Beneficial

2| 1% 53| 15%

Yes No No answer 287| 84%

For those who respond that the Inclusive Workplace Program is beneficial, below is the reason: • There are job opportunities for all groups. • Fair and safe usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 43

• Can help people with disabilities • The availability of sufficient facilities for employees • Equal opportunity to get promotion for all employees, there is no difference • Because if employees have complaints such as unfairness it can be resolved through filing complaints through the channel provided • Employees with special needs do not feel isolated and feel at home working with the company • Employees with disabilities and non-disabled employees can mingle and communicate well without any differences • Employees with disabilities feel protected by these policies • Employees with disabilities feel no difference from others • Employees with disabilities are comfortable working to reduce the number of employees leaving the company • Employees with disabilities feel protected and feel their existence is recognized • Employees are protected because there is no discrimination • Employees have the same rights and obligations in the company • Employees with disabilities feel treated the same as other employees so that they feel comfortable in the work environment • We have order in the company environment and a conducive work environment because there is no discrimination • We see that people with disabilities have the same rights as others • People with disabilities also have skills and potential at work and can help others • The enforcement of this policy in the company makes employees with disabilities work comfortably and means they stay with the company

Those who responded “NO” for question “Do you think these regulations are beneficial and beneficial for employees?” did not provide a reason.

This number then is projected to the whole population of employee in 8 H&M production units and used the result as contibution to the Mitra Kunci program indicator “Indicator 2.4 (EG 6.1): Number of individuals with new or better employment following completion of USG-assisted workforce development programs”. The calculation is as follows:

Total number of employee in 8 production units = 18,892 Total number of employee in 8 production units with age between 18 – 34 years old = 15,304

84% x 15,304 = 12,834 better employment

Based on this calculation, an additional 12,843 individuals with better employment can be attributed to private sector engagement activities in the implementation of inclusive workplace.

Indicator 5.1 (Youth Power): Number of youth reporting increased self-efficacy at the conclusion of USG assisted training/ programming

This indicator is counted by the number of youth reporting increased self-efficacy at the conclusion of USG assisted training/ programming. Self-Efficacy surveys consisted of positive self-concept, communication, self-control, goal orientation and high order thinking, social skills and empathy components.

The cumulative target through Year Five for this indicator is 36,000 and the total number of youth who increased their self-efficacy is 12,183 (5,231male, 6,6952 female). In this quarter, PROGRESIF conducted usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 44

a self-efficacy survey of 150 youth who joined job readiness training and career coaching and the survey result showed that 148 out of the 150 survey participants had increased self-efficacy. Mitra Kunci also conducted a self-efficacy survey of 1,923 students who joined the KKN-TKWU program from the University of Siliwangi (UNIKU) and University of Kuningan (UNIKU), which showed that 1,355 students had increased self-efficacy, increasing the total to 12,183 from 10,680 in the previous quarter. In total, Mitra Kunci has reached 34% of the target. Mitra Kunci accounted for 88% of this result and PIs the remaining 12%.

Figure 7. Number Of Youth Reporting Increased Self-Efficacy At The Conclusion Of USG Assisted Training/ Programming

Indicator 5.2 Number of youth trained in soft skills/life skills through USG assisted programs (Youth-1) This indicator tracks number of youth trained in social or leadership skills through USG assisted programs. In Mitra Kunci activities, social or leadership skills are delivered via soft skill trainings offered by PIs and via KKN/PKL-TKWU trainings for students.

The cumulative target through Year Five for this indicator is 40,000 and the total number of individuals who were trained in soft skills/life skills through USG assisted programs was 30,774 (12,085 male and 18,689 female). In this quarter, an additional 1,257 youth were trained in social or leadership skills through the KKN/PKL-TKWU program, job preparedness training and career coaching conducted by PROGRESIF, increasing the total number from 29,515 in the previous quarter to 30,774. Mitra Kunci has reached 75% of the target. Mitra Kunci accounted for 29,116 or 95% of this result based on students who completed the KKN/PKL-TKWU program and PIs contributed the remaining 5%.

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Figure 8. Number Of Youth Trained In Social Or Leadership Skills Through USG Assisted Programs

Indicator 6.1 (USAID New) Number of companies participating in workforce development programs This indicator measures companies participating in workforce development programs. In this context, a company refers to a private sector entity ranging from small medium expertise and state-owned enterprises to multinational companies. Participating refers to joint-collaboration activities between USAID and a private sector company to strengthen the workforce development program. Activity includes, but is not limited to, participation in a Training of Trainers program, delivery of training programs or any other efforts to strengthen the quality of internship and training program curriculum for youth.

The cumulative target through Year Four for this indicator is 462. In total 794 companies have participated in workforce development programs, including participating in a GESI workshop and socialization of guidelines for Equality and inclusiveness in the workplace for the private sector (including member companies such as APINDO, the KALBE group, the Accor group, H&M group, MM2100, BCA Group, etc.), Youth Festival, POKSI meeting, and promoting inclusive employment through conversions on Kerjabilitas.com, etc. In this quarter, an additional 150 companies have participated in workforce development programs through socialization of the Guideline on Equality and Inclusivity at the Workplace in the MM2100, BCA and Accor Groups, increasing the total to 804 from 654 in the previous quarter. Mitra Kunci 74% over the target.

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Figure 9. Number Of Companies Participating In Workforce Development Programs

7. ACTIVITY LOCATION DATA Mitra Kunci has developed Activity Location data that can be accessed using Google Maps. The Activity Location data consists of Mitra Kunci and Indonesia-led PI activities and locations where these activities take place. The activity location data can be accessed via the links below: Google map link: http://bit.ly/MitraKunciGmap

Google sheet link: http://bit.ly/MitraKunciCsv

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ANNEX 1. KUNCI PARTNERS MAP AND DISTRICTS

Google maps link: http://bit.ly/kuncimaps usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 49

ANNEX 2. MITRA KUNCI RESULTS FRAMEWORK

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ANNEX 3. MITRA KUNCI PERFORMANCE INDICATOR TRACKING TABLE Quarterly status Indicator Target Indicator Disaggregation FY 2021 Notes type FY 2021 Q 1 Q 2 Q 3 Q 4 1. Relevance of Skills Development Programs in Training Institution Improved 1.1 Number of service Standard Total 1,000 1,304 Mitra Kunci is 30% above the providers trained who serve Indicator By sex: target due to increased vulnerable persons. ES.2-2 - Male 743 demand from higher - Female 561 education to receive training By type of institution: to implement the KKN/PKL- - University 929 TKWU Program. - Polytechnic 253 - Training provider 83 - Other institution 39 By Status: - Public 884 - Private 420 By province: - Central Java 606 - East Java 226 - West Java 458 - DKI Jakarta 14 1.2 Number of host country Standard Total 150 111 Mitra Kunci is 26% below the tertiary education institutions Indicator By type of institution: Year Four target, it is receiving capacity development ES.2-1 - University 40 expected to be achieved by support with USG assistance - Polytechnic 17 the end of Year Five after - Training Provider 43 working with MOM on - Other institution 11 developing an inclusive By Status: training curriculum for - Public 52 community BLKs - Private 59 By province: - Central Java 22 - East Java 34 - West Java 53 usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 51

- DKI Jakarta 2 1.3 Number of institutions USAID Total 35 21 Mitra Kunci is 43% below the adopting improved workforce New By type of institution: target, it is expected to be development training Indicator - University 11 achieved by the end of Year curriculum - Polytechnic 3 Five after working with MOM - Training Provider 7 on developing an inclusive By Status: training curriculum for - Public 16 community BLKs - Private 5 By province: - Central Java 11 - East Java 3 - West Java 7 1. Barriers in Targeted Training Institutions Reduced

2.1 Number of individuals Goal Total 95,000 78,097 Mitra Kunci is 12% below the accessing the Mitra Kunci Indicator By sex: target, it is expected to be Program Activities increase - Male 27,605 achieved by the end of Year - Female 50,492 Five after KKN-TKWU batch By age: #5 and Mitra Kunci activities - 15-19 6,412 are completed. - 20-24 47,895 - 25-29 8,823 - 30-34 6,403 - Above 34 8,564 By disability: - Disability 719 - Non disability 77,378 By Province: - West Java 13,036 - Central Java 39,714 - East Java 24,658 - DKI Jakarta 612 - Other province 77 By PI: - Mitra Kunci 53,431 - SINERGI 20,145 - Progresif 236 - Ayo Inklusif 3,185 usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 52

- EOE 1,002 - EEE PWD 98 2.2 Number of individuals who Standard Total 40,000 30,774 Mitra Kunci is 23% below the complete USG-assisted Indicator By sex: target, it is expected to be workforce development F.EG.6.3 - Male 12,085 achieved by the end of Year programs - Female 18,689 Five after KKN-TKWU batch By age: #5 and Mitra Kunci activities - 15-19 599 are completed. - 20-24 29,419 - 25-29 559 - 30-34 197 By disability: - Disability 276 - Non disability 30,498 By Province: 0 - West Java 9,202 - Central Java 1,373 - East Java 20,150 - DKI Jakarta 21 - Other province 28 By PI: - Mitra Kunci 29,116 - SINERGI 1,197 - Progresif 155 - Ayo Inklusif 49 - EOE 257 2.3 Number of individuals with Standard Total 36,136 30,059 Mitra Kunci is 17% below the improved skills following Indicator By sex: target, it is expected to be completion of USG-assisted F.EG.6-2 - Male 11,748 achieved by the end of Year workforce development - Female 18,311 Five after KKN-TKWU batch programs By age: #5 and Mitra Kunci activities - 15-19 5,16 are completed. - 20-24 28,879 - 25-29 500 - 30-34 164 By disability: - Disability 258 - Non disability 29,801 By Province: usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 53

- West Java 8,789 - Central Java 1,108 - East Java 20,119 - DKI Jakarta 19 - Other province 24 By PI: - Mitra Kunci 28,590 - SINERGI 1,079 - Progresif 144 - Ayo Inklusif 49 - EOE 197 2.4 Number of individuals with Standard Total 11,000 14,619 Mitra Kunci is 33% above the new or better employment Indicator By sex: target. The significant increase following completion of USG- EG.6-1 - Male 1,962 was largely due to individuals assisted workforce - Female 12,657 with better employment from development programs By age: private sector engagement - 15-19 1,885 activities in the implementing - 20-24 5,024 of equality and inclusiveness - 25-29 4,594 in the workplace. - 30-34 3,116 By disability: - Disability 155 - Non disability 14,464 By Province: - West Java 93 - Central Java 14,469 - East Java 40 - DKI Jakarta 8 - Other province 9 By PI: - Mitra Kunci 12,882 - SINERGI 1,615 - Progresif 52 - Ayo Inklusif 14 - EOE 56 2. Training Coordination and Partnerships Strengthened

3.1 Amount of resources Custom Total 1,000 1,172.6 Mitra Kunci is 17% above the leveraged from public or Indicator By Sector: target. usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 54

private sector partners for - GoI 885.4 Kunci workforce development - Private sector 250.5 In this quarter, an additional programs (thousand IDR) - Other 36.8 IDR 185 million was By Province: leveraged from private sector - Central Java 116.1 related to PSE activities - East Java 304.3 - West Java 423.9 - DKI Jakarta 328.3 By Indonesia-led PI: - Mitra Kunci 391.8 - SINERGI 303.8 - Ayo Inklusif 430.8 - EOE 46.2 3.2 Number of workforce Custom Total 105 110 Mitra Kunci is 5% above the development partnerships Indicator By type of agreement: target. developed - Skills development and 29 training - Apprenticeship 51 placement - KKN/PKL-TKWU 14 - Inclusive Workforce 16 By Province: - Central Java 14 - East Java 53 - West Java 41 - DKI Jakarta 2 By Indonesia-led PI: - Mitra Kunci 28 - SINERGI 41 - Progresif 2 - Ayo Inklusif 33 - EOE 6 3.3 Number of GESI Initiatives Custom Total 50 85 Mitra Kunci is 70% above the Implemented (MK Custom) Indicator By type of initiative: target due to the expansion - Training 8 of activities through support - Policy 77 to APINDO By Province: - Central Java 17 - East Java 2 usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 55

- DKI Jakarta 66 4. Skills Development and Employment Opportunities Publicized 4.1 Number of Skills Custom Total 1600 21,692 Mitra Kunci is 1273% over Development and Employment Indicator By type of media: the target, opportunities Opportunities publicized - Job fair 21,669 published via Youth Festivals - Job portal 293 (YF) exceeded expectations. By Type of opportunity: YF Kebumen = 5365 - Development skills 3,037 YF Solo = 7876 - Employment 18,925 YF Rembang = 8413 By Province: And additionally via online - West Java 21,694 platform, - Central Java 48 Kerjabilitas.com = 293 - East Java 24 And the MOM Job Fair under - DKI Jakarta 63 Progresif in Malang = 15 - Other Province 133 5. Perceptions about P&V Employees Improved 5.1 Number of youth reporting Youth Total 36000 12,183 Mitra Kunci has reached 34% increased self-efficacy at the Power By sex: of its target. Several conclusion of USG-assisted Indicator - Male 5,231 universities did not conduct training/ programming - Female 6,952 self-efficacy surveys as it was By age: not seen as a key activity for - 15-19 them, given their limited - 20-24 445 resources. - 25-29 11,207 The target is expected to be - 30-34 402 achieved by the end of Year By disability: 129 Five after KKN-TKWU batch - Disability #5 and EEE activities are - Non disability 247 completed. By PI: 11,936 - Mitra Kunci - SINERGI 10,706 - Progresif 1,142 - Ayo Inklusif - EOE 148 38 149 5.2 Number of youth trained USAID Total 40000 30,774 Mitra Kunci is 23% below the in social or leadership skills New By sex: target, it is expected to be through USG assisted Indicator - Male 12,085 achieved by the end of Year programs - Female 18,689 Five after KKN-TKWU batch usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 56

By age: #5 and Mitra Kunci activities - 15-19 599 are completed. - 20-24 29,419 - 25-29 559 - 30-34 197 By disability: - Disability 276 - Non disability 30,498 By Province: 0 - West Java 9,202 - Central Java 1,373 - East Java 20,150 - DKI Jakarta 21 - Other province 28 By PI: - Mitra Kunci 29,116 - SINERGI 1,197 - Progresif 155 - Ayo Inklusif 49 - EOE 257 5.3 Perception about P&V Custom Total Perception about P&V Employees Improved Indicator By sex: Employees Improved has not - Male been conducted in this - Female quarter, it will be measured at By age: the end of Year Five. - 15-19 - 20-24 - 25-29 - 30-34 6. Labor Market Information Needs Addressed 6.1 Number of companies USAID Total 462 804 Mitra Kunci is 74% above the participating in workforce New By Province: target. In this quarter, an development programs Indicator - Central Java 52 additional 150 companies - East Java 284 have participated in - West Java 113 workforce development - DKI Jakarta 257 programs through - Other Province 98 socialization of guidelines for By PI: Equality and inclusiveness in - Mitra Kunci 309 the workplace in MM2100 usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 57

- SINERGI 234 group, BCA Group and Accor - Progresif 181 Group, etc - Ayo Inklusif 57 - EOE 14

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ANNEX 4. MEDIA COVERAGE

Mitra Kunci Program • Kerja Sama AS dan Indonesia atas Kesejahteraan Penyandang Disabilitas (Suara.com) https://yoursay.suara.com/news/2020/12/02/113547/kerja-sama-as-dan-indonesia-atas- kesejahteraan-penyandang-disabilitas?page=all • What Works in Partnering With the Private Sector for Youth Workforce Development https://www.edu-links.org/learning/partnering-private-sector-youth-workforce-development

PROGRESIF • Berdayakan Pemuda Disabilitas melalui Pelatihan Progresif (Superradio.id) https://www.superradio.id/berdayakan-pemuda-disabilitas-melalui-pelatihan-progresif/ • Peluang Kerja Kaum Disabilitas Semakin Terbuka Lebar (Radar Sidoarjo) https://radarsidoarjo.jawapos.com/kota-delta/17/10/2020/peluang-kerja-kaum-disabilitas-semakin- terbuka-lebar/

Private Sector Engagement • 3 Manfaat Buat Perusahaan Jika Mempekerjakan Penyandang Disabilitas (Tempo.co) https://difabel.tempo.co/read/1393347/3-manfaat-buat-perusahaan-jika-mempekerjakan- penyandang-disabilitas/full&view=ok • Accor Dukung Kesetaraan Penyandang Disabilitas di Tempat Kerja (Sindonews.com) https://gensindo.sindonews.com/read/256944/166/accor-dukung-kesetaraan-penyandang- disabilitas-di-tempat-kerja-1607094759 • Accor Dukung Kesetaraan Penyandang Disabilitas di Tempat Kerja (Travelmaker.id) https://travelmaker.id/2020/12/04/accor-dukung-kesetaraan-inklusivitas-di-tempat-kerja/ KKN-TKWU • Resureksi Bawang Goreng Produk Unggulan Sumberdadap Tulungagung di Tengah Pandemi (Jurnal Ilmiah Pangabdhi) https://journal.trunojoyo.ac.id/pangabdhi/article/download/8278/4970 • KKN Kewirausahaan 2020 Ditutup dengan Lokakarya (Unsur.ac.id) https://www.unsur.ac.id/berita-1267/kkn-kewirausahaan-2020-ditutup-dengan-lokakarya/ • Mahasiswa Menjadi Entrepreneur Di Tengah Pandemi https://www.kompas.tv/article/125036/mahasiswa-menjadi-entrepreneur-di-tengah-pandemi • Kemensos luncurkan program kewirausahaan sosial (Antaranews.com) https://www.antaranews.com/berita/1915712/kemensos-luncurkan-program-kewirausahaan- sosial • Kemensos: Selesaikan Problem Sosial Melalui Stimulan Bantuan Sosial Insentif Modal Usaha (Warta Kota) https://wartakota.tribunnews.com/2020/12/12/kemensos-selesaikan-problem- sosial-melalui-stimulan-bantuan-sosial-insentif-modal-usaha

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ANNEX 5. COMPANIES PARTICIPATING IN WORKFORCE DEVELOPMENT PROGRAMS

No. Name of Company No. Name of Company

8 H&M production units 1 PT. Fast Manufacturing 5 PT. Semarang Garment 2 PT. Pan Pacific Jakarta Cab. Semarang 6 PT. Nesia Pan Pacific Knit 3 PT. Woori Sukses Apparel 7 PT. Vision Land Semarang 4 PT. YB Apparel Jaya 8 PT. Sumber Bintang Rejeki 15 subsidiaries of PT. Kalbe Farma 1 Kalbe Corporate 9 Hexpharm Jaya 2 Enseval Putra Megatrading 10 Finusolprima 3 Kalbe International 11 Dankos Farma 4 Kalbe Ethic 12 E-Health 5 Sanghiang Perkasa 13 Bifarma Adiluhung 6 Bintang Toedjoe 14 Saka Farma 7 Global Chemindo Megatrading 15 Tri Sapta Jaya 8 Kalbe Genexine Biologics 119 hotels in the Accor group 1 Ibis Budget Jakarta Tanah Abang 61 PT AAPC Indonesia 2 Pullman Jakarta Central Park 62 Novotel Lombok 3 Bandara International Hotel 63 Mercure Bandung City Centre 4 Ibis Styles Jakarta Gajahmada 64 Raffles Bali 5 Mercure Jakarta Pantai Indah Kapuk 65 Ibis Padang Novotel and Ibis Styles Jakarta Mangga Dua 6 66 Novotel Manado Square 7 Mercure Convention Center, Ancol - Jakarta 67 PT Mitra Legian Hotel 8 Mercure Serpong Alam Sutera 68 Grand Mercure Bandung Setiabudi 9 Mercure Jakarta Kota 69 Novotel Bandung Ibis Styles Jakarta Airport & Ibis Budget Jakarta 10 70 Ibis Styles Yogyakarta Airport 11 Ibis Jakarta Senen 71 PT Sandana Arohera 12 Ibis Jakarta Slipi 72 Mercure Hotel Jayapura 13 Ibis Gading Serpong Hotel 73 Mercure Banjarmasin PT Graha Nusantara Aditya Dwipa (Hotel Ibis 14 Swissotel 74 budget Surabaya Diponegoro) 15 Mercure Jakarta Gatot Subroto 75 Accor, Raffles Jakarta (PT Ciputra Adigraha) 16 Ibus styles Jakarta Simatupang 76 Accor Indonesia usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 60

17 Pullman Jakarta Indonesia 77 PT Sunindo Indah Hotel 18 Mercure Jakarta Sabang 78 Ibis Styles Bali Benoa 19 Novotel Jakarta Gajah Mada 79 Novotel Solo 20 Ibis Budget Jakarta Cikini 80 Mercure grand mirama surabaya 21 Novotel Jakarta Cikini 81 Swissotel jakarta PIK Avenue 22 Ibis Styles Jakarta Tanah Abang 82 Novotel & Ibis Styles Bogor Raya 23 Mercure Jakarta Simatupang 83 Mercure & Ibis Pontianak City Ceneter 24 Grand Mercure Jakarta Kemayoran 84 Ibis Bandung Pasteur Bandung 25 Mercure Jakarta Cikini 85 Novotel Surabaya Hotel & Suites 26 Grand Mercure Jakarta Harmoni 86 Pt putrimega asriindah 27 Novotel Tangerang 87 PT Mandara Jasindo Sena 28 Mercure Jakarta Batavia 88 PT Pantai Indah Tateli 29 Pullman Ciawi Vimala Hills 89 PT Grand Cirindo 30 Ibis Jakarta Tamarin 90 The Kuta Beach Heritage 31 Fairmont Jakarta 91 Pullman Bali Legian Beach 32 Novotel Bogor 92 Iibis Bandung Trans Studio 33 Raffles Jakarta 93 Ibis Styles Makassar Sam Ratulangi 34 All Seasons Jakarta Thamrin 94 Novotel Yogyakarta 35 Ibis Jakarta Harmoni 95 Ibis Budget Bali Seminyak 36 Ibis Budget Jakarta Daan Mogot 96 Ibis Jakarta Arcadia 37 Hotel Mercure Bandung City Centre 97 Hotel Majapahit Surabaya - MGallery 38 Hotel ibis Styles Bandung Braga 98 PT BALI STAR RESORT INDAH The Phoenix & Grand Mercure-Ibis Yogyakarta Adi 39 Novotel Suites Yogyakarta Malioboro 99 Sucipto Novotel Manado Golf Resort & Convention 40 100 Novotel Bali Nusa Dua Center 41 Mercure Pontianak City Center 101 PT Shansui Karya Bandara 42 Ibis Styles Jakarta Gajah Mada 102 Novotel Pekanbaru 43 Mercure Bali Sanur Resort 103 Ibis styles Batam Nagoya 44 Novotel Banjarmasin Airport 104 PT Karya Propertindo Investama 45 Ibis Styles Surabaya Jemursari 105 Ibis Manado 46 Novotel Jakarta Mangga Dua Square 106 Mercure - Ibis Samarinda 47 Ibis Yogyakarta Malioboro 107 Sofitel Bali Nusa Dua Beach Resort 48 Ibis Styles Bekasi Jatibening 108 Ibis Styles Jakarta Sunter 49 Mercure Jakarta Gatot Subroto/Instituation 109 Mercure Bengkulu 50 Mercure Hotel Karawang 110 Mercure Tangerang BSD City 51 Grand Mercure Surabaya City 111 Novotel dan Ibis budget Semarang 52 Ibis Hotel Pontianak City Center 112 Mövenpick Resort & Spa Jimbaran usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 61

53 Ibis Budget Makassar Airport 113 Ibis Semarang Simpang Lima 54 Mercure Makassar Nexa Pettarani 114 Mercure Hotel Padang 55 Novotel Makasar Grand Shayla 115 Ibis Styles Malang (PT Kharisma Sarana Jaya) 56 Novotel & Ibis Styles Bogor 116 Mercure Bali Nusa Dua 57 Novotel Bukittinggi 117 Novotel Ibis Balikpapan 58 Ibis Budget Surabaya Airport 118 Ibis Styles Jakarta Simatupang 59 Novotel & Ibis budget Semarang 119 PT Halim Bangun Sarana Indah 60 Novotel makassar 21 BCA Group subsidiaries and regional offices 1 PT Bank Central Asia 12 BCA Kanwil 3 Surabaya 2 BCA Multi Finance 13 BCA Kanwil 4 Makasar 3 PT Bank BCA Syariah 14 BCA Kanwil 5 Medan 4 PT BCA Sekuritas 15 BCA Kanwil 6 Palembang 5 PT Asuransi Umum BCA 16 BCA Kanwil 7 Malang 6 PT Asuransi Jiwa BCA 17 BCA Kanwil 8 Senen Jakarta Pusat 7 PT Central Capital Ventura 18 BCA Kanwil 9 Jakarta Timur 8 BCA Finance Ltd (BCA FL) 19 BCA Kanwil 10 Asemka Jakarta Pusat 9 PT Bank Digital BCA 20 BCA Kanwil 11 Balik Papan 10 BCA Kanwil 1 Bandung 21 BCA Kanwil 12 Jakarta Barat 11 BCA Kanwil 2 Semarang 76 MM2100 member companies 1 PT ABB Sakti Industri 39 PT Mitsubishi Logistics Indonesia 2 PT AM/NS INDONESIA 40 PT NANBU PLASTICS INDONESIA 3 PT Autoliv Indonesia 41 PT NIPPON INDOSARI CORPINDO, Tbk 4 PT Bekaert Indonesia 42 PT Nittsu Shoji Indonesia 5 PT Chubb Safes Indonesia 43 PT NOK Indonesia 6 PT Daido Metal Indonesia 44 PT NSK Bearing Mfg Indonesia 7 PT DCI Indonesia 45 PT NSK-Warner Indonesia 8 PT Denko Wahana Industries 46 PT Nusa Toyotetsu 9 PT Diamond Cold Storage 47 PT Ohtomi 10 PT EMBLEM ASIA 48 PT Posmi Steel Indonesia 11 PT EMINA CHEESE INDONESIA 49 PT Progress Toyo Indonesia 12 PT Emsonic Indonesia 50 PT Riken Indonesia 13 PT Faber Castell International Indonesia 51 PT Sanken Indonesia 14 PT FDK INDONESIA 52 PT Sanyang Industri Indonesia 15 PT Federal Nittan Industries 53 PT Sato Label Indonesia 16 PT Fukusuke Kogyo Indonesa 54 PT SBP Indonesia usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 62

17 PT Fumira 55 PT SEIWA INDONESIA 18 PT Goo Indonesia Chemical 56 PT SEKISUI POLYMATECH INDONESIA 19 PT HANWA STEEL SERVICE INDONESIA 57 PT Setia Guna Sejati 20 PT Heesung Electronics Jakarta 58 PT Sigma & Hearts Indonesia 21 PT Hijau Elektronika Indonesia 59 PT SOHOU KIKAKU INDONESIA 22 PT Hogy Indonesia 60 PT SUMCO INDONESIA PT Indofood Sukses Makmur, Tbk. Divisi 23 61 PT Sunstar Engineering Indonesia Bogasari 24 PT J.S.T. INDONESIA 62 PT Tenma Indonesia 25 PT JFE Logistics Indonesia 63 PT Tokai Rika Indonesia 26 PT JFE Shoji Steel indonesia 64 PT Toyo Denso Indonesia 27 PT Jotun Indonesia 65 PT TOYOTA BOSHOKU INDONESIA 28 PT JX Nippon Oil & Energy Lubricants Indonesia 66 PT YAMADA INDONESIA 29 PT Kansai Paint Indonesia 67 PT Yutaka Manufacturing Indonesia 30 PT Kawasaki Motor Indonesia 68 PT Daeintech 31 PT Kawashima enggineering Plastik indonesia 69 PT Diamond Electric Mfg Indonesia 32 PT KDS INDONESIA 70 PT Haldin Pacific Semesta 33 PT KOMATSU INDONESIA 71 PT Ichikoh Indonesia 34 PT KOTERA INDONESIA 72 PT Mayora Indah Tbk 35 PT KSB Indonesia 73 PT Nippon Indosari Corpindo Tbk 36 PT KYB Hydraulics Manufacturing Indonesia 74 PT Paramount Indonesia 37 PT Lotte Indonesia 75 PT Sanyo Special Steel Indonesia 38 PT Mikuni Indonesia 76 PT Tsuchiya Manufacturing Indonesia 70 Other companies/ Member of APINDO 1 PT Asmo Indonesia 36 PT Behaestex Cabang Pekalongan 2 PT Bina Dinamdea Potenga 37 PT Solo Agro Lestari 3 PT Craze Indonesia 38 PT Shinito Kogyo Indonesia 4 PT Daihatsu Indonesia 39 PT Ajinomoto Indonesia 5 PT Dharma Group 40 PT Suryacipta Swadaya 6 PT Dharma Polimetal 41 PT Cargill Indonesia 7 PT East Jakarta Industri Park 42 PT Toyo Seal Indonesia 8 PT HAIER 43 PT Daya Dimensi Indonesia 9 PT Kawasan Industri Jababeka 44 PT Toyota Motor Manufacturing Indonesia 10 PT Mattel Indonesia 45 PT Sepatu Mas Idaman 11 PT Pukchemeo 46 PT Yamaha Indonesia Motor Manufacturing 12 PT Toso Industry Indonesia 47 PT Malindo Feedmill Tbk 13 PT Yanmar Indonesia 48 PT Maligi Permata Industrial Estate usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 63

14 SWK Mitra Industri 49 PT ROKI Indonesia 15 Grand Sahid Jaya Hotel 50 PT Toyota Tsusho Indonesia 16 Kawan Lama Corporate 51 PT Japfa 17 Nestle 52 PT Pusat Studi Apindo 18 PT Adis Dimension Footwear 53 PT Ghozi Sapta Persada 19 PT Central Mega Kencana 54 PT Smart.tbk 20 PT Dayalima Abisatya 55 PT Pandanarum Kenanga Textile 21 PT Denso Indonesia 56 ConocoPhillips Indonesia 22 PT Freeport Indonesia 57 PT Megalopolis Manunggal ID 23 PT Indocement Tunggal Prakasa 58 PT Nobi Putra Angkasa 24 PT Multi Bina Pura Internasional 59 PT Mataram Paint 25 PT Nippon Steel Construction Indonesia 60 PT Diamond Electric Indonesia 26 PT Panarub Industry 61 PT Kawashima Engineering Plastic Indonesia 27 PT Pertamina Indonesia 62 PT Raja Besi 28 PT Senayan Trikarya Sempana 63 Otsuka 29 PT Sumber Alfaria Trijaya, tbk 64 PTCJ Cheiljedang Feed Semarang 30 PT Trans Retail Indonesia 65 PT Tira Austenite Tbk 31 PT United Tractors, tbk 66 PT Megah Mitra Sukses 32 PT Wismilak Inti Makmur 67 PT Rhythm Kyoshin Indonesia 33 PT Olam Indonesia 68 Sintesa Group 34 PT BSD Tbk. (Sinarmasland) 69 Polytron 35 PT Pacific Place Jakarta 70 PT JFE Steel Galvanizing Indonesia TOTAL = 309 Companies

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ANNEX 6. DRAFT ROADMAP FOR COMMUNITY BLKS 2020-2025

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ANNEX 7. INSTRUMENT OF EQUALITY AND INCLUSIVENESS IN THE WORKPLACE

Survey Penerapan Kesetaraan dan Inklusivitas di Tempat Kerja Diisi oleh karyawan

Survey ini dilakukan atas kerjasama antara H&M dan perusahaan yang menjadi mitranya dengan tujuan untuk mengetahui tingkat kepuasan kerja atas penerapan inklusivitas di tempat kerja perusahaan.

Data dalam survey ini tidak akan dipulikasikan dan hanya akan digunakan di lingkungan perusahaan, untuk meningkatkan kualitas penerapan kesetaraan dan inklusivitas di tempat kerja.

Ketenagakerjaan inklusif adalah proses membangun hubungan ketenagakerjaan yang menghormati setiap individu di lingkungan kerja yang memiliki perbedaan latar belakang (agama, ras, pilihan politik, jenis kelamin, status HIV, orientasi seksual, disabilitas, dan lain-lain), yang selama ini mengalami diskriminasi sehingga tidak dapat berpartisipasi penuh dalam setiap proses pengambilan keputusan. Dalam ketenagakerjaan yang inklusif, setiap orang memiliki akses dan kontrol yang sama atas sumber daya, kesempatan dalam pengembangan karier, dan manfaat yang setara dari setiap kebijakan ketenagakerjaan yang dibuat dalam perusahaan.

Pertanyaan Kuesioner:

Jenis Kelamin:

Laki-laki Perempuan Usia:

Dibawah 20 tahun

20 - 24 tahun

25 - 29 tahun

30 - 34 tahun

Diatas 34 tahun

1. Apakah anda mengetahui bahwa semua orang berpotensi menjadi disabilitas?

Tidak

Penjelasan:

2. Apakah anda mengetahui ada peraturan perusahaan "tentang perlakuan yang sama kepada semua karyawan dan tidak mendiskriminasi karyawan tertentu termasuk kepada karyawan dengan disabilitas" di tempat Kerja?

Ya → lanjut ke pertanyaan berikutnya

Tidak → lanjut kepertanyaan 5

Jika Ya, Apa bentuk peraturan tersebut?

Jika Ya, Apa saja point penting yang diatur dalam aturan tersebut? usaid.gov USAID MITRA KUNCI INITIATIVE QUARTERLY REPORT | 66

3. Apakah peraturan perusahaan tentang "perlakuan yang sama kepada semua karyawan dan tidak mendiskriminasi karyawan tertentu termasuk kepada karyawan dengan disabilitas" telah diterapkan dan di jalankan?

Ya → lanjut ke pertanyaan berikutnya

Tidak → lanjut kepertanyaan 5

Jika Ya, Bagaimana kebijakan tersebut dilaksanakan?

4. Apakah menurut Anda peraturan tersebut bermanfaat dan menguntungkan bagi karyawan?

Ya Tidak

Jika ya, perubahan apa yang anda rasakan?

Jika Ya, Apa pendapat anda terhadap perubahan tersebut?

5. Apakah anda memiliki persepsi/cara pendang berbeda terhadap pekerja disabilitas setelah berinteraksi dengan mereka?*

* Pertanyaan No. 5 hanya diajukan kepada karyawan non disabilitas.

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Survey Penerapan Kesetaraan dan Inklusivitas di Tempat Kerja Diisi oleh manajemen perusahaan

Survey ini dilakukan atas kerjasama anatra H&M dan perusahaan yang menjadi mitranya dengan tujuan untuk mengetahui tingkat penerapan inklusivitas di tempat kerja perusahaan.

Data dalam survey ini tidak akan dipulikasikan dan hanya akan digunakan di lingkungan perusahaan, untuk meningkatkan kualitas penerapan kesetaraan dan inklusivitas di tempat kerja.

Data Perusahaan

Jumlah karyawan usia 19 tahun kebawah: Bisa juga diisi dengan kisaran presentase Jumlah karyawan usia 20-24 tahun: Bisa juga diisi dengan kisaran presentase Jumlah karyawan usia 25-29 tahun: Bisa juga diisi dengan kisaran presentase

Jumlah karyawan usia 30-34 tahun: Bisa juga diisi dengan kisaran presentase

Jumlah karyawan usia 35 tahun keatas: Bisa juga diisi dengan kisaran presentase

Jumlah karyawan disabilitas laki-laki: Jika tidak ada disi dengan angka nol (0)

Jumlah karyawan disabilitas perempuan: Jika tidak ada disi dengan angka nol (0)

Jenis disabilitas karyawan: Sensorik (Netra & Tuli) Daksa Intelektual Mental

A. Kebijakan Ketenagakerjaan Inklusif

Catatan: Seluruh hal yang anda isikan dalam kuesioner ini konteksnya terjadi diantara Bulan November 2019-Oktober 2020

1. Apakah perusahaan memiliki kebijakan (SOP/Peraturan Tertulis/Komitmen) tentang ketengakerjaan yang setara dan inklusif ?

Ya Tidak

Jika Ya, apa saja poin-poin yang diatur dalam aturan tersebut?

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2. Apakah perusahaan telah melakukan sosialisasi terkait peraturan tersebut kepada seluruh karyawan mulai dari Top Management sampai kepada Low Management?

Ya Tidak

Jika Ya, Kapan sosialisasi tersebut dilakukan?

3. Apakah pada pembuatannya perusahaan melibatkan juga perwakilan karyawan

Ya Tidak

Jika Ya, Sebutkan perwakilan pekerja yang dilibatkan? 4. Apakah perusahaan mengalokasikan budget/anggaran tertentu untuk mendorong praktek ketenagakerjaan inklusif diperusahaan anda?

Ya Tidak

Jika Ya, berapa kisaran budget yang dialokasikan?

B. Akomodasi Layak Non-Fisik

5. Apakah perusahaan memiliki waktu rutin untuk mengadakan pelatihan/sosialisasi terkait dengan isu kesetaraan dan inklusifitas di tempat kerja?

Ya Tidak

Jika Ya, Berapa kali dalam satu tahun pelatihan/sosialisasi dilakukan?

6. Apakah perusahaan telah menyediakan akomodasi layak non-fisik untuk menerapkan kesetaraan dan inklusifitas di tempat kerja?

Ya Tidak Jika Ya, Apa contoh akomodasi layak non-fisik yang telah disediakan oleh perusahaan? 7. Apakah perusahaan memiliki kendala/ tantangan ketika hendak menyediakan akomodasi layak non- fisik tersebut?

Mark only one oval.

Ya Tidak

Jika Ya, Apa contoh akomodasi layak non-fisik yang telah disediakan oleh perusahaan? Jika Tidak, Apa saja yang menyebabkan anda tidak mengalami kendala/tantangan ?

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C. Akomodasi Layak Fisik

8. Apakah perusahaan anda telah melakukan penyesuain terhadap alat kerja yang digunakan oleh pekerja disabilitas?

Ya Tidak

Jika Ya, Sebutkan penyesuaian apa yang anda lakukan? Jika Tidak, Faktor apa yang menyebabkan perusahaan anda belum melakukan penyesuaian terhadap alat kerja yang digunakan oleh pekerja disabilitas? 9. Apakah perusahaan anda telah melakukan penyesuaian terhadap bangunan fisik perusahaan?

Ya Tidak

Jika Ya, Sebutkan penyesuaian apa yang anda lakukan? Jika Tidak, Faktor apa yang menyebabkan perusahaan anda belum melakukan penyesuaian terhadap bangunan fisik perusahaan ?

10. Pada saat anda melakukan penyesuaian terhadap alat bantu kerja maupun bangunan fisik perusahaan, apakah anda melibatkan perwakilan dari pekerja/lembaga disabilitas?

Ya Tidak Jika Ya, sebutkan perwakilan apa saja yang anda libatkan? Jika Tidak, Sebutkan alasan anda tidak melibatkan pihak lain dalam melakukan penyesuaian tersebut. 11. Adakah akomodasi layak fisik lainnya yang disiapkan oleh perusahaan dalam rangka memenuhi kebutuhan khusus pekerja maupunn mendorong produktifitas pekerja

Ya Tidak

Jika Ya, Akomodasi layak apa yang anda siapkan dan siapa saja yang anda libatkan dalam menyusun rencana pembuatan akomodasi layak tersebut? 12. Apakah perusahaan memiliki kendala/tantangan dalam penyediaan akomodasi layak fisik

Ya Tidak Jika Ya, Apa saja kendala/tantangan yang dihadapi? Jika Tidak, Menurut anda faktor apa saja yang menyebabkan anda tidak mengalami kendala/tantangan

D. Informasi dan Komunikasi Inklusif

13. Apakah perusahaan memiliki panduan terkait dengan Penyebaran Informasi dan Komunikasi perusahaan yang inklusif*

Ya Tidak

Jika Ya, Apa saja yang diatur dalam panduan tersebut?

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14. Apakah perusahaan memiliki mekanisme tertentu untuk memastikan informasi dan komunikasi yang dilakukan oleh perusahaan baik internal maupun eksternal itu inklusif?

Ya Tidak

Jika Ya, Mekanisme apa yang dimiliki oleh perusahaan? 15. Apakah perusahaan memiliki cara tertentu agar komunikasi internal antara management ke pekerja maupun diantara pekerja bisa menjadi lebih inklusif?

Ya Tidak

Jika Ya, Mekanisme apa yang dimiliki oleh perusahaan? 16. Apakah perusahaan memiliki mekanisme complain terkait dengan penerapan kesetaraan dan inklusivitas di tempat kerja?

Ya Tidak Jika Ya jelaskan bentuk mekanismenya:

E. Penanganan Kondisi Darurat

17. Apakah perusahaan memiliki mekanisme rujukan untuk penanganan kasus-kasus kekerasan/perundungan yang terjadi di perusahaan?

Ya Tidak

Penjelasan:

18. Apakah perusahaan memiliki mekanisme rutin untuk menjelaskan terkait dengan kondisi darurat?

Ya Tidak

Penjelasan:

19. Apakah perusahaan memiliki mekanisme penanganan kondisi darurat yang inklusif?

Ya Tidak

Penjelasan:

20. Apakah perusahaan memiliki rambu/petunjuk darurat yang bisa diakses oleh seluruh pekerja termasuk pekerja disabilitas dan pekerja rentan lainnya?

Ya Tidak

Penjelasan:

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21. Apakah perusahaan memiliki jalur evakuasi yang bisa diakses oleh seluruh pekerja termasuk perempuan hamil dan orang dengan disabilitas? Ya Tidak

Penjelasan:

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ANNEX 8. SINERGI DELIVERABLES

No. Deliverable Description Due-Date Status Remarks 1 Work Plan Reporting detailing plans of all Within 2 √ Submitted on 05/29/2019 contracted, including timelines, months of milestones, tools to assess outputs and full Re-submitted on 02/17/2020 (with impact, methods to ensure execution of realignment) accountability and transparency for modification each activity and associated #9 expenditure, and a branding implementation and marking plan. Must include a list of all key project staff, including short biographies and scopes of work.

2 Monitoring, Report presenting a coherent Within 2 √ Submitted on 01/17/2020 Evaluation, & monitoring system that will objectively months of Learning Plan assess the overall progress and impact full of SINERGI. Must be consistent with execution of the work plan and include a result modification framework aligned with the #9 USAID/Indonesia Kunci Results Framework. The plan must also present baseline values and targets, a table summarizing the key output-level and outcome-level performance monitoring information-including Youth Power and GESI Indicators-and Performance Indicator Reference Sheets. 3 Gender Report detailing actions required to Within 3 √ Submitted on 05/29/2019 Equality & ensure that SINERGI Incorporates and months of Social Inclusion mainstream gender sensitive and social full Action Plan inclusion programing in their execution of organizations and throughout their modification grant approaches and activities. #9

4 Positive Youth One (1) Positive Youth Development Within 3 √ Submitted on 05/29/2019 Development Plan developed. Through positive months of Plan youth development, youth full organizations, organizations of youth execution of with disabilities and faith-based youth modification organization will be encouraged to #9 participate in POKSI meeting and to join engagement dialogues with authorities to advocate youth voices. To ensure this scheme will be sustainable, youth engagement strategy will be discussed by POKSI and endorse to local authorities as apart of inclusive workforce recommendations. Those youth organizations are expected to join the RPJMD preparation.

5 POKSI Terms One (1) document of POKSI Terms of Within 4 √ Submitted on 03/10/2020 of Reference Reference months of full execution of

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modification #9

6 POKSI Signed POKSI Partnership Agreements Within 6 √ Submitted on 03/10/2020: partnership with 4p consortia as defined in project months of 1) Signed MOU with BIPTAK.pdf agreements SOW. full 2) Signed MOU with Alfamart.pdf with 4p execution of 3) Signed MOU with Pan consortia modification Brothers.pdf #9 Note for BTPN Syariah (active POKSI member) No MOU signed with BTPN Syariah but SINERGI works closely with them on entrepreneurship. In Kunci Program, BTPN Syariah partners not only with SINERGI but also with other PI such as RWAP, YEP, etc. BTPN Syariah prefers to have one “umbrella” MOU with USAID rather than having to sign many MOUs.

7 Youth An assessment tool to identify Within 6 √ Submitted on 03/10/2020: assessment potential youth for skills training and months of “Panduan Penggunaan Platform tool and employment program as defined in full Rencanamu Siap Kerja (SINERGI)”. results project SOW. execution of To access Rencanamu, please go modification to “rencanamu.id/sinergi” and #9 create own username and password.

8 Youth database A data-base tracking system as defined Within 5 √ See line 7 above tracking system in project SOW. months of full execution of modification #9

9 Work One (1) Module of Work Within 6 X Activity canceled due to Covid-19 Preparedness Preparedness as defined in project months of (as stated by Rajawali Foundation Module SOW. full on their letter dated October 2nd, execution of 2020). Grant modified to remove modification this activity. #9

10 Quarterly One report each quarter on activities, 10 days after √ Submitted: program issues, constraints, progress toward end of 1. April - June 2019 reports goals, and achievements. All reports quarter (July 2. July - September 2019 must be aligned with the approved 10, 2019; 3. October - December Work Plan and include the following October 10, 2019 information: Summary of progress on 2019; 4. January - March 2020 activities related to each task outlined January 10, 5. April - June 2020 in the contract since the last report 2020; April (with specific mention of gender- 10, 2020; related results); Performance indicator July 10, results against targets (including 2020) required F and Youth Power indicators); Activity location data; Status of resolving challenges/problems described in previous report; New

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problems/challenges encountered since previous report; Proposed solutions to outstanding and new problems; Plans for next quarter; and Success stories and lessons learned. One story of change must document GESI perspective changes in the individual level of beneficiaries (youth, government, private sector).

11 Handover Plan One (1) document of Handover Plan Within 6 √ Submitted on 09/04/2020 and and Sustainability strategy from months of Sustainability SINERGI to the Local Government full Strategy execution of modification #9

12 Monthly Monthly Program Report will contain a 5 working √ Submitted as follows: Program matrix that describes the days after 1. April 2019 Report implementation of activities, the end of the 2. May 2019 process, the results, the impact and month 3. June 2019 the next steps, as well as opportunity 4. July 2019 and challenges. 5. August 2019 6. October 2019 7. November 2019 8. January 2020 9. February 2020 10. April 2020 11. May 2020 12. July 2020 13. August 2020

Note: Monthly Report of September 2019, December 2019, March 2020, and June 2020 are included in Quarterly Program Report. Monthly report of September 2020 is included in Final Program Report.

13 Monthly Monthly Financial Report will show 5 working √ Submitted as follows: Financial budgeted amounts, amounts expended days after 1. April 2019 Report for each budget line, total budgeted end of the 2. May 2019 amount remaining, cost share month 3. June 2019 contributions and supporting 4. July 2019 documentation, remaining funds 5. August 2019 obligated, and expected projections by 6. September 2019 budget line item for next 3 months 7. October 2019 8. November 2019 9. December 2019 10. January 2020 11. February 2020 12. March 2020 13. April 2020 14. May 2020 15. June 2020 16. July 2020 17. August 2020 18. September 2020

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14 Close out and One (1) document on close out and 3 months √ Submitted on 07/27/2020 demobilization demobilization plan prior to end plan of grant agreement

15 Final program The Final Report must discuss all tasks Draft final √ Submitted on 09/04/2020 report and major achievements from the start program of the project through its completion, report due provide counts of all deliverables 30 days provided, and statistics summarizing prior to end progress towards all indicators of grant outlined in the M&E Plan. At a agreement; minimum the Final Report must include: An executive summary in English and Bahasa Indonesia; A Final Submitted on 09/29/2020 narrative summary of the achievement program of activities and deliverables according report due to the tasks outlined in the contract, by the end and the Work Plans; A summary count of the end of of deliverables based on tasks; A grant statistical summary of results vs all agreement indicators outlined in the Monitoring and Evaluation Plan; A summary of difficulties or challenges encountered, and steps the contractor took to address them; Lessons learned during implementation; and a financial report detailing how funds were expended, by line item.

16 Final financial Requirements and format to be 30 days after √ Submitted on 10/10/2020 report provided. the end of grant agreement

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ANNEX 9. SOCIAL MEDIA STATISTICS

Twitter key stats ▪ Twitter account @mitra_kunci generated 21,500 total impressions (a number that indicates the number of times a piece of content appeared on Twitter users' timeline). This is a 478% increase from November 2020, when MK Twitter account generated 4,500 total impressions. ▪ In November 2020, the most popular tweets from the MK Twitter account garnered only 424 views. Meanwhile, the most popular tweets in December 2020 received 2,884 views. ▪ The tweets with the highest views in December 2020 were those promoting the Equality and Inclusiveness in the Workplace Guide. The high number of impressions is influenced by the large number of retweets the tweet has (14 retweets). ▪ Tweets with the highest interaction and impression rates are those about discriminatory words that are often used unconsciously in everyday life, with an interaction rate of 13.5% of the number of impressions.

The most popular Tweets in December 2020

Tweet with the highest engagement and impression rates in December 2020

Instagram key statistics ▪ During this period, Instagram @mitra_kunci reached 255 accounts, an increase of 56.4% compared to the previous month. MK's Instagram content received a total of 93 interactions, which is a 327% increase on the previous month. ▪ The most popular Instagram content in December 2020 was about discriminatory words that are often used unconsciously in everyday life. The content reached 92 accounts, with 96 total impressions and 21 total interactions.

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Most popular Instagram post in December 2020

Facebook key statistics ▪ All MK Facebook uploads in December reached 1,198 accounts compared to 46 accounts in the previous month. This is equivalent to an increase of 2504% from the previous month. ▪ All MK uploads on Facebook reached a total of 1,256 impressions compared to 56 impressions in the previous month. which is equivalent to an increase of 2143%. ▪ All MK uploads on Facebook received a total of 73 interactions compared to 10 in the previous month, equivalent to an increase of 630%. ▪ The magnitude of the three figures above is influenced by the number of uploads in December 2020 which is also much higher, namely 16, compared to 2 uploads in November. ▪ The average results for each upload in December 2020 are as follows: ▪ Average reach: 75 accounts per upload ▪ Average impressions: 78.5 impressions per upload ▪ Average interactions: 4.6 actions per upload ▪ The most popular posts on Facebook are about the use of the terms “disability” or “diffable”, which reaches 320 accounts or more than 2 times the total users who already like MK Facebook pages.

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The most popular post in Facebook

The number of followers began to grow organically During the month of December, there was a slight increase in MK's Twitter and Instagram followers. ▪ Twitter followers increased by 13%, from 75 to 85 followers. ▪ Instagram followers increased by 29%, from 49 to 63 followers. ▪ Facebook followers have not changed, at 136 followers / likes.

Although the increase was not as big as in the number of impressions, reach, or interactions, the growth of Mitra Kunci social media followers occurred organically. This means that this growth occurs without any artificial attempts to echo the content, such as using advertisements or content buzzers / influencers. This indicates that the interest of new followers to the content or substance presented is genuine.

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ANNEX 10. EEE PWD PROJECT

PROJECT DESCRIPTION FORM

Project number: AID-497-TO-17-00001 Project name: Employment and Economic Empowerment of Persons with Disabilities: Market-based Inclusive Workforce Development in East Java Province Country (countries) of implementation: Indonesia Number of beneficiaries: TBD Implementing organization: DAI Global, LLC Other partner organizations: N/A Funding period: July 10, 2020 – December 30, 2021 Activity funding level: $483,997.00

Project Summary (1 paragraph maximum): The Employment and Economic Empowerment of Persons with Disabilities (EEE PWD) project aims to develop models of successful, scalable, and sustainable solutions for PWDs to gain new or better employment to lead to productive lives. Mitra Kunci will build on the scalable model of inclusive development laid out in the prior years of implementation to expand access to employment and develop economic activities of PWD. These models will contribute to development of a comprehensive framework for market-based inclusive workforce development that can be scaled up by the Government of Indonesia to other provinces. This comprehensive framework will entail engaging multi-stakeholders, i.e., local governments, training providers, disabled persons prganizations (DPOs), civil society organizations (CSOs), private sector, and media, in the development, implementation, monitoring, and evaluation of the program. The contractor will ensure buy-in and engage these local champions to mobilize resources and build leadership to maximize support for the program.

Key Themes: (3-5 bullets) • Gather Accurate Data on Persons with Disabilities at The Community Level. • Expand Access to Data on Internships, Jobs, And Entrepreneurship Opportunities • Expand Access to Startup Capital for Entrepreneurs • Empowering of Disabled Persons Organizations (DPO) At the District Level • Facilitate Multi-Stakeholder Coordination

Main Outcomes/Deliverables (5-10 maximum): Data on the number of persons with disabilities is already available in each city/district through the Social Affairs Office, but for the purposes of this program, the data still needs to be processed or sorted according to age category and type of training, job competence and entrepreneurship opportunities that people with disabilities might be interested in.

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Data on persons with disabilities in each district were obtained during the first coordination and technical meeting, as follows:

District/City Number of PWD Source of Data Surabaya Not collected yet - Sidoarjo 7,748 Social Welfare Kab Pasuruan 1,267 Social Welfare Kota Malang 2,927 Social Welfare, (Unified Social Welfare Data) Jember 5,470 Social Welfare Situbondo 6,950 Social Welfare and a Situbondo DPO Banyuwangi 4,695 Social Welfare, BAPPEDA

Most of these data are available at the Social Affairs Office, but they are not disaggregated, especially according to age categories as is needed for EEE, nor do they include statistics on those who have had access to training, jobs and entrepreneurship opportunities. The Office of Social Affairs’ mandate is to provide social assistance in the form of basic needs for persons with severe categories of disabilities. The Office of Social Affairs and BAPPEDA, with support from EEE, will carry out a rapid assessment to prepare disaggregated data.

Head of Governance and Development at East Java Provincial Development Planning Agency (BAPPEDA), The Technical Coordination Meeting in Kabupaten Jember was conducted online, led by Andri Purnomo, Head of the Social and Cultural Affairs Unit of BAPPEDA on December 4, 2020.

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The multi stakeholders’ coordination was held with through a number of meetings under Bappeda at province level, through the unit of People's Welfare and the Division of Control and Evaluation (bidang Kesejahteraan Rakyat dan Bidang Pengendalian dan Evaluasi). EEE has also submitted an official letter to hold a follow-up coordination meeting involving the Social Affairs Office, Manpower Office and Cooperative and Small-Medium Enterprises Office, but Bappeda due to their already hectic schedule, they have not been able to allocate a schedule until the end of the quarter.

Because of this situation, EEE coordinated separately with the Provincial Manpower Office, to exchange information about programs or types of training held by BLKs under the provinces in EEE locations.

Coordination at the district level was also carried out under the coordination of Bappeda and EEE had already held technical meetings, except for Sidoarjo and Surabaya City.

EEE Coordination at the District Level Place and Time Participants Banyuwangi, 1 Bappeda, Dinas Sosial, BLK Banyuwangi, Dinas Pendidikan, Dcsember 2020 Baznas, Dinas Koperasi dan Perdagangan, Dinas Pendidikan, Dinas Tenaga Kerja, Dinas Tenaga Kerja, Transmigrasi dan Perindustrian, PPDI Banyuwangi, dan Pengawas Tenaga Kerja pada Dinas Tenaga Kerja Provinsi Jatim. Situbondo, 3 Bappeda, Dinas Sosial, BLK Situbondo, Dinas Pendidikan, Dinas December 2020 Koperasi Perdagangan dan Perindustrian, Dinas Tenaga Kerja, PPDI Situbondo, Sekolah Luar Biasa Menengah Atas Situbondo Jember, 4 December Bappeda, Dinas Sosial, Dinas Pendidikan, Dinas Koperasi, Dinas 2020 Tenaga Kerja, PPDI Jember, SLB Negeri Jember, BLK Jember Kota Malang, 16 Bappeda, Dinas Sosial, Dinas Pendidikan, Dinas Kesehatan, Dinas December 2020 Koperasi Perdagangan dan Perindustrian, Dinas Tenaga Kerja, Forum Keluarga Disabilitas, Pendamping Penyandang Disabilitas Kemensos di Malang, BLK Singosari, BLK Wonojati, UPT Rehabilitas Sosial Bina Netra (RSBN) Malang Kabupaten Pasuruan, Bappeda, Dinas Sosial, Dinas Pendidikan, Dinas Kesehatan, Dinas 18 December 2020 Koperasi, Dinas Tenaga Kerja, PPDI Pasuruan, Pendamping Sosial Masyarakat dari Dinas Sosial Provinsi Jawa Timur, Dinas Pariwisata, PT Alfamidi, PT AJI, SLB Negeri Pandaan

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The Technical Coordination Meeting in Kabupaten Jember was conducted online, led by Andri Purnomo, Head of Social and Cultural Affairs Unit of Bappeda on December 4, 2020.

Some of the important points generated during coordination: ● BLKs in Banyuwangi, Situbondo and Malang are ready to accept participants of persons with disabilities. ● In Pasuruan, PT AJI and the Alfamart Group are also willing to get involved

Description(s) of Individual Country Projects (as applicable): Not applicable.

Contact Information: Main Point of Contact/Title: Lensi Mursida, Chief of Party Email/Other: [email protected]

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