One of the most significant barriers to gender equality is the lack of access to education and training for women and girls, particularly in developing countries. In many parts of the world, girls are less likely to attend school than boys, and women are less likely to receive vocational training and higher education.

The gender gap in education is significant in low-income countries, where girls' enrollment rates in primary school stand at 78 percent, as against the world’s average of 88 percent, and only 31 percent in secondary school, compared to the global average of 66 percent, according to the World Bank. This lack of access to education and training limits their opportunities for employment and career advancement, thus perpetuating gender inequality.

Skills development opportunities today also define a professional’s journey to success and progress.  

While Indonesia is relatively advanced and open to gender equality, it is up to women to seize every opportunity available. However, the Labor Force Participation Rate (LFPR) data from Statistics Indonesia (BPS) in August 2022 reveals that women's participation rate is only 53.41 percent, as against 83.87 percent for men. This gap highlights a larger proportion of women who are not participating in the labor force than men.

Factors contributing to this disparity include cultural and societal norms, limited access to education and training opportunities, and gender-based discrimination in the workplace. Closing this gender gap in labor force participation is crucial for Indonesia’s bid to achieve greater gender equality and promote economic growth. In fact, a McKinsey research indicates that companies with more gender diversity in leadership positions were 25 percent more likely to make higher profits.

In today's rapidly evolving business landscape, it is crucial for organizations to address the challenges posed by workforce reductions, quiet quitting and the rapid advancement of technology. Workplace training has become essential to organizational strategy, and the need to provide employees with skills-based learning opportunities has never been more critical. According to a survey by McKinsey, nearly 90 percent of executives either already have skills gaps or expect to face them within the next five years.

Employers that embrace digital changes and provide opportunities for upskilling and re-skilling will be better equipped to create a work environment that fosters inclusion and equal opportunity for all employees, regardless of gender or job title.

In addition to offering skills-building opportunities, business leaders should also focus on promoting diversity in their teams, particularly at the executive level. However, only 32.26 percent of women in the Indonesian workforce hold managerial positions, according to BPS. This disparity can be further compounded by the pressure on women to prioritize their roles as primary caregivers, which can hinder their career advancement.

As the world is shifting to digitalization, keeping up with the latest trends and continually improving skills is critical. Online courses can help women stay updated with industry developments and upskill at their own pace and convenience, making it easier for them to reenter the workforce.

Businesses can also benefit from personalized, scalable learning solutions that help their employees perform optimally in their current roles and prepare for higher-level positions, irrespective of gender. This is a crucial step toward promoting gender equality and empowering all employees to acquire leadership skills and become the driving force behind a more diverse and inclusive workforce.

To address the gender gap in technology, organizations can implement digital upskilling and re-skilling programs that boost women’s professional skills. Governments can play a crucial role in promoting gender equality as well by partnering with the private sector to provide more opportunities for women to acquire digital skills.

Additionally, creating a culture of diversity and inclusivity is foundational to any successful digital transformation. Business leaders must embrace a learning mindset that values diverse perspectives and decision-making processes. By prioritizing gender equality, businesses and governments can build resilience and agility in the face of challenges.

The potential of digital platforms for a new generation of creators is immense. These online spaces offer an unprecedented opportunity to challenge the existing norms and promote gender equality by providing a platform for people to connect, express themselves, learn and access resources like never before.

Digital platforms are especially empowering for women who seek to enhance their work-life balance. They provide a channel for creativity and flexibility, allowing them to showcase their skills, build expertise and earn an income.

It is time for policymakers, businesses and society as a whole to recognize and address the digital gender gap. By investing in education and training opportunities for women and dismantling systemic barriers that prevent women from pursuing careers in technology, we can bridge the digital gender gap and create a more equitable society.

For its part, the government needs to consistently and sustainably educate people about gender equality, address the narrow mindset about women's roles, empower women as mothers and caregivers through participation in the posyandu (integrated community health post) and facilitate women’s access to upskilling and re-skilling programs without financial burden. 

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The writer is an instructor at Udemy.