Creating a Gender-Based Human Rights (HBG) Workplace for Civil Servants (ASN)
📌 Achieving an HBG-based work environment requires integrating HBG perspectives across all activities, from planning to evaluation.
👥 Leadership must be capable of strengthening fair gender culture and actively eliminating discrimination within the ASN environment.
🛠️ Availability of facilities and infrastructure must consider the practical and strategic needs related to gender equality and democracy.

Indicators of Gender-Sensitive Leadership
🌟 Leaders must possess self-awareness and empathy regarding the experiences of others, a key indicator of female leadership.
🤝 Leaders should empower all members to advance together, emphasizing collective progress rather than individual success.
🔄 Constructive criticism must be delivered without degrading individuals who have shortcomings; everyone must be supported to move forward collectively.
🚫 A zero-tolerance approach is required for any form of violence in the workplace, promoting an inclusive and non-discriminatory environment.

Identifying Needs Based on HBG and Social Inclusion
💧 Practical needs focus on immediate, short-term requirements related to gender roles, such as ensuring separate and appropriately functional toilets for men, women, and persons with disabilities.
📈 Strategic needs aim for long-term achievement of gender equality and justice in terms of access, participation, control, and benefits through policy changes.
⚖️ An example of strategic identification is leadership commitment to training and policy realignment to orient towards the principles of gender equality and justice, such as through implementing laws concerning sexual violence.

Addressing Structural and Mental Barriers
📉 Analysis shows trends where sexual violence cases in ASN institutions have historically gone unprocessed, leading victims to be denied justice and the situation normalized.
🏛️ Structural causes include traditions, culture, and existing government policies; necessary action involves mapping these structures (e.g., implementing regulations like PPKS in the ASN environment).
🧠 Mental models often perpetuate the belief that women can be harassed or discriminated against because of their gender, or that victims are the source of slander when reporting abuse.

Actionable Steps for Prevention
🔄 Prevention requires redesigning structures and reshaping mental models to eliminate behaviors that tolerate sexual violence, establishing a culture of zero tolerance.
📚 Implementing continuous PPKS policies and programs within the ASN environment is essential, requiring conscious commitment from all personnel not to be perpetrators.
💖 The perception of women's dignity must be elevated; they must be respected as human beings and not treated as instigators or objects of violence.

Key Points & Insights
➡️ The core environment should move past patriarchal dominance, which often leads to unconscious discrimination and subordination of thought against women.
➡️ Leadership must foster a collective and collegial decision-making process, ensuring all elements are heard and involved.
➡️ Immediate needs (like appropriate facilities) must be met alongside long-term strategic goals (like policy shifts toward justice).
➡️ Transforming the mental model that blames victims or normalizes harassment is crucial for systemic change.

📸 Video summarized with SummaryTube.com on Nov 28, 2025, 07:02 UTC