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In addition to ensuring a diverse, equitable and inclusive workplace, leaders from Yahoo!, foodpanda Malaysia, Hitachi Asia and more explain how to foster innovative practices to ensure a balanced, safe and bias-free work environment.
Leaders should create an inclusive work environment where all employees feel valued and respected.
International Women’s Day (IWD) is a powerful day when it comes to inclusion of women, serving as a powerful reminder of the progress made towards gender equality and highlighting the work that still needs to be done.
In lieu of IWD 2024 (March 8), Office of Human Resources Management Speak to 10 leaders who share how they are #InspireInclusion in their organizations and some of the initiatives that encourage employees to recognize the contributions of women across all walks of life.
In this feature, we interview leaders from foodpanda Malaysia, Hitachi Asia, Yahoo and other companies.
Keep an eye out for our special IWD series featuring the theme #InspireInclusion, in the coming weeks we will be sharing more articles on the thoughts of more leaders in different industries in the region. stay tuned!
Pichaya Thongthua, interim CEO of foodpanda Malaysia
It is important to cultivate a culture of treating people that has diversity, equality and inclusion at its core. I believe everyone should participate equally, regardless of their background or role in the company. Our recruitment and performance evaluation processes are based on merit and ability, regardless of gender. This month in particular, we’re considering a variety of activities to show our support for women, including a special edition newsletter.
Francine Tan, Regional Learning and Development Manager, Fugro Asia Pacific
Fugro is committed to creating an inclusive work environment that attracts, develops and retains talent from all backgrounds. Our Women’s Leadership Program identifies and supports the career development of female employees. We have also invested in a number of health, safety, security and environmental implementations to improve the wellbeing of our female colleagues, whether they are at sea or at our onshore facilities.
Florence Chow, Chief Human Resources Officer, Hitachi Asia
I strive to inspire inclusion by identifying and cultivating each employee’s unique strengths and fostering a culture of knowledge sharing. Active listening and empathy are also central to my approach. With these values, I aim to help functional managers at Hitachi Asia create a workplace where employees feel valued and where they are encouraged to share their perspectives.
I sincerely believe that these efforts drive better decisions, generate innovative ideas, and help organizations achieve sustainable business growth.
Narmeen Khan, Managing Director, Malaysia and Singapore, Mondelēz International
Creating an inclusive workplace culture starts with personal dedication, but nurturing the support of a work environment is critical. Being part of an organization whose values resonate deeply with me has been one of the highlights of my nearly 20-year career at Mondelēz International. It empowers me to overcome the challenges of being a female leader and provides inspiration to women who are afraid of breaking gender stereotypes to achieve their dreams.
At Mondelēz International, we celebrate the contributions of our employees and provide them with career development opportunities. This in turn allows us to retain some of the best talent in the industry who are committed to embodying cultural diversity in their respective capabilities.
Tammy Tan, Country Manager, Red Hat Malaysia
As the first female Country Manager to lead Red Hat Malaysia, I believe in walking the talk. In a technology industry where women are often underrepresented, I inspire inclusion through performance-driven assessments, ensure we provide the right pipeline to develop diverse talent, and promote open communication. We help Red Hat employees achieve their aspirations, regardless of background, and foster trust through transparency and fair treatment. After all, the open source approach applies to technology as much as it does to our culture!
Clare Lin, Senior Director of HRBP and TA, Yahoo Asia Pacific
At Yahoo, inclusion isn’t just a buzzword, it’s woven into the fabric of our culture. With 11 employee resource groups and tailored support, we actively listen to the diverse voices of our workforce. Our Journey to Inclusion education program engages us in interactive sessions that equip us with actionable strategies for integrating the principles of diversity, equity and inclusion into our daily work and lives. We prioritize a flexible workplace, particularly recognizing its importance to our female employees.
In addition, our progressive leave policy, which includes carers leave, antenatal care leave and reproductive health leave for employees at different stages of life, underlines our commitment to practical support and creating a truly inclusive environment for all.
Olivia Chua, Chief Human Resources Officer, Jebsen Group
At Jebsen Jebsen, we value diversity, embrace teamwork and recognize the unique value each employee brings; we are committed to creating an inclusive workplace where everyone feels respected and empowered to contribute own unique perspective. This is one of the core values of our organization and we have included it as part of our annual employee review meetings. Led by our senior management team, we seriously pursue diversity in recruitment and internal development to ensure everyone has an equal opportunity.
Jocelyne Loh, Chief People Officer, Trust Bank
We spend a lot of time and effort at the Trust creating a unique culture where we listen, respect each other and recognize the spark of genius in everyone. I am particularly proud that we have created an open and constructive work environment where everyone is encouraged to contribute their ideas freely and without fear. We also have a diverse and inclusive workforce with a gender split of approximately 50-50, which is unusual for a technology-based company. At the C-suite level, the proportion of women is close to 40%.
Maria Zhang, Senior Director of Human Resources, Asia Pacific and India, Juniper Networks
At Juniper, we’re committed to driving real change by creating an environment where every voice is heard and valued. One example is our Asia Pacific Women in Leadership programme, which has been supporting and assisting female leaders in the region over the past few years, demonstrating our strong commitment to increasing the representation of women in leadership. By prioritizing the needs of diversity, we not only shape a more inclusive workplace, we future-proof the tech industry and ensure everyone has an equal opportunity to thrive.
Francesca Peters, Chief Talent Officer, IWG
As IWG’s Chief Talent Officer, one of my core responsibilities is to shape our company culture for our global talent pool of more than 10,000 people in more than 120 countries. I believe in creating opportunities around a diverse and passionate workforce, spearheading policies to attract and retain talent, and ensuring everyone has the opportunity to advance and grow their career with IWG. For complex and large organizations, it is especially important to understand the unique and diverse needs of a workforce that spans generations, genders, backgrounds, and locations in order to provide HR leaders with opportunities to unify teams with diverse perspectives while also addressing individual needs. solution.
Read more: International Women’s Day 2024: It’s time to #InspireInclusion | HR Online
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