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In this edition of our IWD series, HRO is pleased to bring you stories and opinions from leaders at SingPost, Mastercard, TikTok Malaysia and more.
We’ll continue to take a closer look at how leaders across the region are inspiring inclusion in the workplace—after all, diversity and inclusion efforts shouldn’t be limited to just one day.
As a leader advocating for a workplace approach, it’s important to continually look for new ways to create a work environment where individuals feel valued. In this process, it is critical to continually seek out new, actionable insights, especially from other people’s leaders.
In this edition of our International Women’s Day 2024 series, we’re excited to bring you the stories and opinions of eight leaders from organizations like SingPost, Mastercard, TikTok Malaysia, and more!
Sehr Ahmed, Chief People Officer, SingPost Group
As an Asian woman born in Pakistan who has lived in 10 countries and 12 cities, I value diversity on a personal level. My experience as a single parent while managing a demanding global corporate career has reinforced my belief in fostering an inclusive and vibrant workplace culture. As the only woman to hold a C-suite role in the past, I have seen firsthand the transformative impact representation can have in driving meaningful conversations. These experiences have made me a passionate advocate for promoting an environment where inclusion and diversity thrive.
At SingPost, as we expand globally, our commitment to embracing diversity becomes even more important to drive innovation and generate new ideas. It is through diversity of thought, experience, culture and background that we enrich conversations and drive superior decision-making and business performance. At the same time, my heart is deeply touched by witnessing generations of team members and family members working together at SingPost. This creates a special feeling of camaraderie that extends beyond the workplace and into their personal lives.
In this dynamic digital age, developing digital competencies and forward thinking are key to preventing exclusion. We prioritize continuous learning and development of digital skills to provide our employees with the tools to drive excellence in service delivery. To foster a culture of mutual learning, we are excited to launch a novel initiative: the Reverse Mentoring Programme. In this innovative program, young employees will have the opportunity to mentor senior leaders, allowing for a dynamic exchange of knowledge and ideas.
Promoting diversity and inclusion is an ongoing process. We are committed to progress and creating a work environment where individuals feel valued, respected and proud to be part of the SingPost team.
Alicia Cheong, co-founder and chief operating officer of Geniebook
(Our company’s products) are rooted in the belief that everyone has unique strengths. We respect these differences and foster a culture that encourages team members to fearlessly share their opinions and perspectives. We emphasize a “best idea wins” mentality, ensuring everyone feels empowered to contribute their unique talents, creating a collaborative environment where innovation thrives.
Captain Ashish Mediratta, AP Moller Maersk Crew Chief
At Maersk, we promote inclusion by empowering every employee to be their authentic self at work and actively supporting a Speak Up culture. Maersk’s mission is to build an inclusive and respectful work culture. It’s about creating a shared vocabulary to address and appreciate diversity and creating an inclusive work environment that prioritizes psychological safety as much as physical safety. We do this as one team, working together.
Aisha Islam, Senior Vice President, Customer Solutions Center Southeast Asia, Mastercard
As Asia Pacific Lead for the Mastercard Women’s Leadership Network, I focus on creating programs that help female trailblazers at all levels inspire success, enrich their careers and encourage leadership. We launch The Women Achievers Project, a podcast that empowers women to share their achievements and inspire others. As a member of the ASEAN Women in Payments Advisory Committee, I can also work with women across the industry to develop future female leaders.
Lin Lin, Vice President of Human Resources, Johnson Controls Asia Pacific
My approach to inspiring inclusion at Johnson Controls is by elevating the mindset and responsibility of every employee to contribute to our DEI culture. By delivering the right programs, we embed our culture into the workplace and into the hands of our employees. For example, we have activities and pipelines that enhance employee engagement and belonging. Our Business Resources team empowers every employee to play an active role in creating a culture that values uniqueness, celebrates creativity and drives innovation.
Esther Eng, Senior Director, HR, Asia Pacific, Middle East and Africa, DXC Technology
I believe that inspiring inclusion goes beyond gender diversity or simply increasing the representation of women in leadership and senior roles in the workplace. While this is a non-negotiable first step, for me, inspiring inclusion takes the form of encouraging conversations about growth, bias reduction, and equality across the organization. At the same time, I value every idea our employees have about how we can apply technology to improve the communities where we work and live to drive positive social change.
Nur Azre Abdul Aziz, Head of Partnerships, TikTok Malaysia
TikTok’s vitality is driven by the platform’s diverse community of employees, users, and brands. We welcome diverse people, value diverse perspectives, and are committed to leveraging unique strengths while respecting each other’s differences.
Diversity and inclusion are not just about a single dimension of identity, culture or resume, but about welcoming people’s different qualities, perspectives and experiences.
We recognize the value that diversity of culture, background, experience and thought brings to our workplace and products – allowing businesses to be more creative to solve complex problems and create innovative solutions.
Karen Kim, Chief Executive Officer, People Management
under human resources management [HM], no barriers to entry. Your past, background, or other attributes don’t matter; what matters is your abilities. We prioritize the value you bring to HM and its ecosystem, including customers, partners and employees. Diversity, Equity, and Inclusion (DEI) means letting the work speak for itself. This reflects default inclusion.
Our workplace celebrates diversity in all its forms, including gender, skills, generational and cultural diversity. We believe in providing equal opportunities for all to thrive and contribute their unique talents and insights. We recognize the tremendous value that diverse perspectives bring, enriching our collaboration and innovation.
- Women hold approximately 50% of leadership positions, including CEOs, directors, treasurers and heads of design operations, demonstrating our commitment to gender equality and inclusion at all levels.
- We embrace the diversity of skills with a diverse team of engineers, programmers, designers, creatives, architects, business experts, strategists and operations professionals. This diverse skill set allows us to approach challenges from multiple perspectives, promoting innovation and creativity in solutions.
- Our team spans generations, representing Generations X to Z. This generational diversity infuses our workplace with a blend of experiences, ideas and approaches, ensuring we remain dynamic and adaptable in an evolving world.
- We champion cultural diversity in the workplace, with our distributed teams hailing from India, the Philippines and Singapore. We have implemented accountability and back-up responsibilities across countries to encourage collaboration and mutual understanding among our diverse team members. This approach promotes cross-cultural collaboration and teamwork, increasing our collective effectiveness.
Our organizational culture revolves around openness, inclusion and transparency, promoted through a flat organizational structure and open communication channels. Everyone can connect with each other and the company operates transparently, thus increasing trust and cohesion within the team.
One of the key aspects of our approach to diversity and inclusion is flexibility in roles and responsibilities. Individuals are not limited to fixed roles;
Instead, they can explore and contribute to various features on the platform based on their skills and interests. Some of our employees have roles that differ from their education, prior employment or experience. This empowers our people to take ownership of their work and drive initiatives that align with their passions.
Ultimately, our focus remains on the work and the work to be done, valuing everyone’s contribution and creating an environment where everyone feels respected and appreciated. This inclusive mindset is fundamental to our success as a diverse, dynamic team.
Also read: International Women’s Day 2024: It’s time to #InspireInclusion
All images/provided
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