IPB University Labor Economics Expert, Dr Tanti Novianti, also highlighted the issuance of the Circular Letter (SE) of the Minister of Manpower Number M/6/HK.04/V/2025 concerning “Prohibition of Discrimination in the Manpower Recruitment Process”.
She considered the circular letter as an important step in encouraging a more inclusive and fair world of work. According to her, this policy is not just an additional rule that burdens business actors. This can be an important momentum for the business world to improve and create a more fair, open and competency-based recruitment system.
“In the midst of increasingly dynamic market competition, companies that are able to open access to work for all groups, regardless of age, gender, disability will certainly get strategic benefits, namely a better reputation, the quality of diverse human resources (HR) to high workforce loyalty,” she said.
The challenges of organizational culture and training investment will always be there. However, said Dr Tanti, in the long run, the implementation of nondiscriminatory recruitment is an investment towards a productive, innovative, and humane work environment.
However, the effectiveness of this policy still needs to be tested further. According to her, the implementation of this policy has the potential to face various challenges, especially due to differences in industry characteristics.
“The company’s commitment and consistency are crucial. If this Circular is only an appeal, it will not necessarily be adhered to by all parties,” explained the figure who is now the Vice Dean of the School of Business for Resources, Cooperation and Development.
In addition, she said that there are industrial sectors that specifically still require certain age criteria, physical conditions, and expertise. Therefore, companies must still consider productivity and work safety in implementing this policy.
On the other hand, Dr Tanti believes that this policy opens up wider opportunities for individual workers over the age of 30 who have been struggling to enter the workforce. However, she also warns that without an objective and transparent recruitment system, there could be a new inequality where young, experienced applicants remain the top choice.
In her view, there are three notes that need to be considered regarding the implementation of this policy. First, there needs to be massive socialization and strict supervision so that the policy is actually implemented in the field.
Second, hold a continuous dialog with employers and trade unions, in order to align the policy with the characteristics of the industrial sector. Finally, there must be an increase in the quality of human resources (HR) across ages through training and skills development.
Rapid changes due to digitalization and industrial transformation are also a major concern. According to Dr Tanti, sectors such as information technology, digital financial services, app-based logistics, and creative industries demand adaptability and high digital literacy.
“The younger generation is more agile because they are used to technology. Conversely, older workers who do not receive reskilling or upskilling will be left behind,” she said.
Without a cross-age inclusive job training system, competency gaps can lead to intergenerational tensions in the workplace. For this reason, Dr Tanti suggested age management strategies that support cross-generational collaboration, including the implementation of reverse mentoring and knowledge transfer schemes.
Dr Tanti also mentioned the need to encourage the revitalization of Vocational Training Centres (BLK) to serve all ages, incentivize companies that empower senior workers, and develop digital training modules that are friendly to elderly participants. (dr) (IAAS/PRO)
