Technological progress, particularly in artificial intelligence (AI), is transforming the workplace more rapidly and significantly than ever before across demographic groups. While AI can provide faster and more extensive data analysis compared to humans, the decisions made by AI depend on the data used to train the models. Consequently, if the underlying data is biased or incomplete, the resulting algorithms may perpetuate inequality, discrimination, or exclusion.
© Rizki Nasution/ILO
Recruitment engines in various contexts have demonstrated a preference for male candidates over female candidates due to reliance on ten years of resume data, which predominantly reflected male dominance in job applications. In Indonesia, challenges regarding gender equality and non-discrimination in the workplace persist. According to the 2025 National Labour Force Survey, the female labour force participation rate remains low at approximately 56.42 per cent, compared to around 84.66 per cent for men.
Against this backdrop, and with the aim of exploring the potential of AI to reduce or exacerbate inequality and discrimination in the workplace, the International Labour Organization (ILO) Country Office for Indonesia and Timor-Leste organized a forum titled "Policy Dialogue: Artificial Intelligence (AI) and Non-Discrimination in the World of Work" on 20 November 2025 in Jakarta.
We greatly value the ILO's AI Forum for addressing both the opportunities and challenges of AI and their wide‑ranging implications. It is essential to confront these issues so that AI contributes positively to human development and helps close gaps that perpetuate discrimination.
Praktino, Coordinating Minister for Human Development and Culture
The forum, the fifth in a series of dedicated discussions facilitated by the ILO on AI and the world of work, featured Praktino, Coordinating Minister for Human Development and Culture, as a keynote speaker. He emphasized the ministry's commitment to advancing AI responsibly, noting the establishment of a task force focused on human‑centered AI.
"We greatly value the ILO's AI Forum for addressing both the opportunities and challenges of AI and their wide‑ranging implications. It is essential to confront these issues so that AI contributes positively to human development and helps close gaps that perpetuate discrimination. Since AI systems rely heavily on data inputs and are increasingly applied in recruitment, profiling and promotion policies, we must ensure they generate equitable outcomes," he stated.
Meanwhile, Pawel Gmyrek, Senior Researcher at the ILO Research Department in Geneva discussed the adoption of AI in the workplace, drawing attention to the ILO's latest research on Generative AI (GenAI) and employment. Globally, one in four workers are in occupations with some level of GenAI exposure. Approximately 3.3 per cent of global employment falls into the highest exposure category, with notable differences between female (4.7%) and male (2.4%) employment. He also emphasized that AI should not be misused-to monitor workers outside of working hours, to collect data that threatens human dignity, to screen conversations and communications (particularly with workers' representatives), or to enable algorithmic dismissals, especially those based on performance appraisals.
"We are here today because the future of work in Indonesia depends on collective action. Government, business and workers must align to ensure technology serves humanity," said Simrin Singh, ILO Country Director for Indonesia and Timor-Leste. "AI can transform HR systems, making recruitment, evaluation and development more transparent and inclusive. Used responsibly, it can reduce bias, promote equality and create fairer, people‑centric workplaces."
© Rizki Nasution/ILO
Invited panellists included Doni J.A. Saktiawan, Internal HR Consultant/Advisor for Astra Group; Marizca Tambunan, President Director of SHL Indonesia; and Zacky Zainal Husein, Partner at Assegaf Hamzah & Partners. They discussed the impact of AI on human resource management, explored both opportunities and risks of AI deployment in recruitment, performance management and workforce development, examined the evolving role of regulators in establishing comprehensive AI governance that upholds equity and non-discrimination and shared good practices for integrating AI into business processes while advancing workplace inclusion objectives.
The session also featured two commentators representing workers' and employers' perspectives: Kun Wardana Abyoto, Chairman of the Advisory Board of the Association of All Indonesian Workers' Unions (ASPIRASI), and Yunus Triyonggo, Chairman of the Indonesia Competent Advocates Association. They provided critical insights on workforce preparedness for digital transformation, emphasized the importance of maintaining non-discriminatory standards throughout this transition and highlighted the responsibility of employers and industry associations in ensuring equitable deployment of AI technologies across the workforce.
We are here today because the future of work in Indonesia depends on collective action. Government, business and workers must align to ensure technology serves humanity.
Simrin Singh, ILO Country Director for Indonesia and Timor-Leste
Over 100 participants from diverse stakeholder groups joined the discussion, bringing together expertise from complementary fields to maximize the potential of AI in enhancing access to decent work, protecting workers in at-risk sectors from displacement, and building AI systems that promote equality and equitable access to upskilling and retraining opportunities.
The AI Forum is supported by the ILO through its Realizing Trade Gains Free from Gender Discrimination and Child Labour (RealGains) Project - funded by the Government of Canada - which is dedicated to reducing gender-based discrimination at work and eliminate child labour during trade growth and restructuring. It is also supported by the Global Accelerator on Jobs and Social Protection for Just Transition in Indonesia, a UN initiative that helps countries align employment policies, social protection systems, and financing strategies to drive inclusive growth.
