Analisis Gender Representasi Perempuan pada Posisi Jabatan Tinggi di Kementerian Pertahanan Republik Indonesia

HANNA NAFTALIA TOMIGOLUNG, Prof. Setiadi, S.Sos., M.Si.; Dr. Dewi Haryani Susilastuti, M.Sc.

2026 | Tesis | S2 Mag.Studi Kebijakan

Representasi perempuan dalam posisi jabatan tinggi masih menjadi tantangan di Kementerian Pertahanan Republik Indonesia meskipun kebijakan tentang Pengarusutamaan Gender (PUG) telah diterapkan. Penelitian ini mengkaji bagaimana karakteristik organisasi Kementerian Pertahanan yang secara historis maskulin, melalui tiga dimensi yaitu dimensi struktural, dimensi kultural, dan dimensi individual, memengaruhi representasi perempuan pada posisi jabatan tinggi. Penelitian ini menggunakan metode kualitatif dengan pendekatan studi kasus. Data diperoleh melalui wawancara semi-terstruktur dengan tujuh informan yang dipilih berdasarkan kecukupan infomasi yang diterima melalui relevansi posisi dan pengalaman terhadap fokus penelitian, serta melalui observasi dan analisis dokumen. Analisis data dilakukan melalui proses reduksi data, penyajian data, dan penarikan kesimpulan.

Temuan penelitian menunjukkan bahwa saat ini terdapat dua pegawai perempuan yang berhasil mencapai posisi jabatan tinggi pada level eselon II, sementara pada level eselon I belum terdapat representasi pegawai perempuan. Hasil penelitian juga menemukan adanya dimensi keputusan pimpinan, yang menjadi faktor penentu dalam membentuk representasi perempuan pada posisi jabatan tinggi di Kementerian Pertahanan. Keputusan pimpinan menjadi temuan kunci karena meskipun pegawai perempuan berhasil melewati proses promosi dan berbagai hambatan dalam organisasi yang secara historis maskulin yang ada pada dimensi struktural, kultural, dan individual, pada akhirnya keputusan pimpinan menjadi titik penting dalam membuka atau membatasi akses perempuan terhadap posisi jabatan tinggi. Pada akhirnya, pencapaian kesetaraan gender membutuhkan transformasi pada berbagai lapisan, baik secara eksplisit melalui struktur organisasi, sistem promosi berbasis merit, dan kebijakan Pengarusutamaan Gender, maupun secara implisit melalui budaya senioritas, interpretasi terhadap kesesuaian perempuan dengan satuan kerja atau jabatan tertentu, dan tuntutan pengembangan kompetensi diri. Namun, di antara berbagai dimensi tersebut, keputusan pimpinan menjadi faktor kunci yang menentukan apakah peluang yang telah dibangun perempuan dapat benar-benar berujung pada keterwakilan perempuan dalam posisi jabatan tinggi yang setara dengan laki-laki.

Women’s representation in top leadership positions remains a challenge at the Ministry of Defence of the Republic of Indonesia, despite the implementation of Gender Mainstreaming (Pengarusutamaan Gender/PUG) policies. This study examines how the organizational characteristics of the Ministry of Defence, which has historically been shaped by a masculine organizational culture, influence women’s representation in top leadership positions through three dimensions: structural, cultural, and individual. This study employs a qualitative research method with a case study approach. Data were collected through semi-structured interviews with seven informants selected based on the adequacy of information obtained from their positions and experiences relevant to the focus of the study, as well as through observation and document analysis. Data were analyzed through data reduction, data display, and conclusion drawing.

The findings show that there are currently two female employees who have attained top leadership positions at the Echelon II level, while no female employees currently hold positions at the Echelon I level. The study also identifies leadership decision-making as an additional dimension that plays a determining role in shaping women’s representation in top leadership positions at the Ministry of Defence. Leadership decision-making emerges as a key finding because, although women are able to navigate the promotion process and overcome various barriers within a historically masculine organization across the structural, cultural, and individual dimensions, the decisions made by organizational leaders ultimately become a critical point in either opening or limiting women’s access to top leadership positions. Achieving gender equality therefore requires transformation across multiple layers, both explicitly through organizational structures, merit-based promotion systems, and Gender Mainstreaming policies, and implicitly through seniority culture, interpretations of women’s suitability for particular work units or positions, and expectations for continuous competence development. However, among these dimensions, leadership decision-making is a key factor in determining whether the opportunities women have built for themselves can ultimately translate into women’s representation in senior leadership positions on an equal footing with men.

Kata Kunci : Gendered Organization Theory, Glass Ceiling, Gender Mainstreaming, Women's Leadership, Ministry of Defence