Reforms in hiring practices to ensure a gender diverse workplace, fair compensation/equal pay, and clearly defined job roles in leadership for both men and women, to prevent stereotype role bias and gender discrimination at workplace, would be three priorities for gender equal workplaces.

What we need from men, as well other women, is respect for our unique identity and diversity – whether in terms of gender, relationship preference, religious denomination or political affiliation.

Despite the strides made in improving gender equality in companies, female workers are still paid significantly lesser than their male counterparts, and women continue to be underrepresented in senior management roles.

We need more pro-active measures to diversify the workplace and elevate women and give them their due and put an end to Manels - discussion panels where there are no women at all.

Equality does not mean we do the same old things men have always done. Business itself by nature needs to shift to the infinite, open minded, heartfelt game… and the mix of players makes that work. Humanize the workplace, blend life and work, men and women in conversations for mutual success. Change the boardroom set up to be closer to equal number of men and women with diverse influences and open minds to co-create new business.

Re-evaluate perceptions and eliminate biases for senior management roles, remove the gender pay gap and make work/life balance a priority for employees – Companies need to play a vital role in supporting mothers by working together to agree on a fair and balanced workplace that will promote productivity, while also allowing flexibility and the option to work remotely where possible.

Equal access to opportunities at the workplace. End presumptions that woman will be less productive if they are married, pregnant and have kids.

Professional women rarely seek help from others and this is one of their biggest mistakes. Trying to achieve everything by themselves, trying to prove that they can do it all alone and make it all by themselves has a flip side and that inability to ask and receive help is a major drawback.

In Asia, particularly workplaces need to clearly define sexual harassment at workplaces and ensure that there are legal remedies available through legislations, if required.