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In an interview with Arina Sofiah, Erlny Greiss dives into what it means to be inclusive at Touch ‘n Go Group – an environment dedicated to making all employees, regardless of background or ability, feel “genuinely respected and appreciated” ”.
The fintech industry is moving towards diversity, equity and inclusion, recognizing the valuable contribution of diverse perspectives to innovation and problem-solving. Despite progress, challenges remain – particularly in leadership roles and gender diversity, Erlny Greiss, Chief Human Resources Officer, Touch ‘n Go Group pointed out.
Likewise, as with much of the tech industry, fintech has been criticized for underrepresenting certain groups. At Touch ‘n Go Group, the team is committed to increasing the representation of women in leadership roles across a variety of job functions.
In addition to this, it has been implementing various measures and programs to promote diversity and inclusion. This includes targeted recruitment efforts, mentoring programs and diversity training to create a more inclusive workplace.
In an interview with Arina Sofiah, Erlny Greiss dives into what it means to be inclusive at Touch ‘n Go Group – an environment where all employees, regardless of their background or abilities, feel respected and appreciated.
ask How does Touch ‘n Go actively encourage diversity in the recruiting process? How do you approach the recruitment and onboarding process to ensure neurodivergent candidates get a fair shot and provide the necessary accommodations to succeed?
At Touch ‘n Go, diversity isn’t just a buzzword; it’s a concept. This is a commitment we uphold across all aspects of our workforce. We understand the importance of building diverse teams to drive innovation and effectively satisfy a diverse customer base.
In our recruitment process, we actively seek candidates from diverse backgrounds and use inclusive language in job descriptions. We also use blind resume practices to reduce unconscious bias and focus solely on skills, qualifications and experience when recruiting. In addition, we have broadened our search because we value diverse experience from different backgrounds, industries, ages and education levels.
But diversity is only half the equation; inclusion is equally important. That’s why our recruitment efforts extend to neurodivergent individuals, and our onboarding process is specifically designed to provide them with the necessary support.
We strive to create an environment where all employees, regardless of ability, feel empowered to share their unique perspectives and ideas. We want them to feel that their differences are truly respected and appreciated.
Since 2022, we have been partnering with organizations such as Yayasan Gamuda’s Enabling Academy to allocate internships at Touch ‘n Go to graduates who fall on the neurodivergent spectrum. Our recruitment managers receive training courses from the academy to help them learn more about candidates and support them in the workplace.
We’re also partnering with T8 Capital and Infinite Minds Academy to recruit neurodivergent individuals to further our commitment to inclusion.
Our goal is to give back to the community and give them equal opportunities to find a start in the world of work by providing a platform to gain independence through work and earning an income.
ask What specific programs or measures has Touch ‘n Go implemented to support and promote women in leadership roles within the company and the wider fintech industry?
In the fintech space, diversity and inclusion have become cornerstones of progress, and at Touch ‘n Go, we’re committed to leading by example. Gender diversity has always been a focus of our efforts and we are committed to achieving meaningful representation of women in our senior management team.
To support this goal, we implement a range of policies and programs specifically designed to empower women in the workplace. Flexible work arrangements, mentorship programs and diversity-focused recruiting practices are just a few examples of our commitment to creating an inclusive environment where everyone can thrive.
In addition to our policies, we actively celebrate and advocate for women’s empowerment through various events and initiatives. From marking International Women’s Day to organizing events that promote inclusion and gender equality, we’re committed to amplifying women’s voices and contributions across our organization.
We understand the importance of creating a culture that truly values diversity and inclusion at every level. Going one step further, our female leaders also play their part by serving as role models and mentors to younger generations of women within the organisation.
ask Can you give an example of how gender diversity in leadership can positively impact decision-making processes or innovation within an organization?
At Touch ‘n Go, gender diversity in leadership has had some positive impacts on the decision-making process and innovation within the organization.
At Touch ‘n Go, gender diversity in leadership brings a wealth of perspectives and experiences, resulting in more strategic decisions and innovative solutions. I believe the diversity of Touch ‘n Go’s leadership team enhances creativity and speeds problem solving through open communication and collaboration.
Leadership teams that reflect gender diversity also contribute to a more inclusive organizational culture, which positively impacts employee engagement and satisfaction, leading to increased productivity and retention, and improved overall business performance.
Businesses often serve diverse customer segments, and a gender-diverse leadership team can better understand customer needs and cater to their various preferences. This, in turn, can help inform more effective marketing and product development strategies.
ask What challenges might women face in the fintech industry, and how does Touch ‘n Go address or support them?
No matter the industry, women face challenges such as gender bias, unequal opportunities or lack of representation. In my opinion, these challenges are not prevalent at Touch ‘n Go because the company prioritizes an individual’s abilities, skills, and job performance over gender. Of course, our leadership team is not focused on gender issues. This allows for valuable input or feedback from both genders. Our approach has always been to evaluate employee performance through their output and work quality, without gender bias.
As female leaders, we understand that women have more responsibilities at home and we support working mothers by establishing hybrid work environments with flexible working hours and promoting a healthy work-life balance for all employees.
ask How can companies foster an inclusive workplace culture, especially for neurodivergent individuals?
When cultivating an inclusive workplace culture for neurodivergent people, we emphasize creating an inclusive environment by ensuring employees who work with neurodivergent colleagues have the necessary knowledge and skills to effectively support and work with them.
In this regard, line managers receive job coaching training for neurodiverse employees and encourage their teams to participate in neurodiversity awareness training. This training is critical to helping employees understand different neurodivergent conditions, reducing stigma and promoting an inclusive and supportive environment.
We also encourage clear and open communication with neurodivergent individuals to build trust so they can feel free to express their thoughts and ideas. We ensure they feel valued and supported throughout their time working with us by involving them in projects, listening to their thoughts and ideas, and practicing patience and flexibility; for example, allowing for flexible timelines for submitting work.
We take the time to talk to the parents and learn more about the person so that we can better accommodate them by understanding their likes and dislikes.
ask Can you share insights into the challenges neurodivergent employees may face?
Neurodivergent individuals develop and function differently than typical people and may face a variety of challenges in the workplace. It’s worth noting that neurodivergence encompasses a variety of disorders, including autism, ADHD, dyslexia, and more. The challenges faced by neurodivergent employees can vary greatly depending on the individual and the specific neurodivergent condition. Common challenges they face relate to communication, sensory sensitivity and social interaction.
At Touch ‘n Go, our managers oversee neurodifferentiated talent and demonstrate patience, understanding, and acceptance through one-on-one meetings to better understand their needs. We create a comfortable environment for open dialogue to express concerns while collaboratively exploring solutions.
By cultivating a supportive and inclusive culture, we aim to empower neurodivergent employees to thrive in their roles.
ask What strategies or best practices has Touch ‘n Go discovered to effectively integrate neurodiverse teams or individuals into collaborative projects?
Our experience working with neurodivergent talent has taught us the importance of open, clear communication and providing a supportive environment. By fostering a sense of belonging and promoting their professional development, we show care and appreciation and encourage mutual communication.
We prioritize ongoing learning and education for all employees to foster a culture of understanding and collaboration with neurodivergent colleagues. Through these efforts, we strive to create an inclusive and supportive workplace for everyone.
ask What are companies missing out on if they don’t prioritize diversity?
We believe that diversity fosters innovation, improves problem-solving capabilities, and ultimately contributes to a company’s overall success and sustainability. As a result, companies that don’t value diversity are missing out on a wealth of perspectives, ideas, and talent. Without diversity, we run the risk of being mono-minded because we only have one way of thinking. It also prevents our employees from growing and learning from others with diverse experiences and backgrounds.
As a homegrown brand, Touch ‘n Go’s products and services are accessible to all Malaysians. It makes sense that the staff we employ also come from diverse backgrounds to meet the needs and desires of our diverse customers.
ask On a personal note, how do you practice and advocate for diversity in your daily life?
I have always practiced inclusion in my personal and professional life. This is a mindset I embody every day, ensuring everyone feels valued and respected.
As the leader of Touch ‘n Go, I make it a priority to instill these same values in my team and the entire organization.
We’re always looking for ways and opportunities to be more inclusive at work, so blind resumes are an inclusion-conscious way for us to do things at Touch ‘n Go. With it, we select talent based on performance and output.
Using neutral words in our job ads and messaging is another example. These are common practices and, as a result, have almost become part of our employee culture at Touch ‘n Go.
Leading by example, I firmly believe that when we practice diversity mindfully every day, it will naturally embed into our team and culture at Touch ‘n Go.
Clue pictures/provided
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