As the Managing Director of SAP Singapore Eileen Chua is tasked with driving the software vendor’s expansion and growth in t...Read More
For over 25 years, Serene Sia has worked in the largest business-software companies and has a reputation for delivering outstand...Read More
Many CEOs talk about the importance of having diverse teams at all levels of the company – from the frontlines to middle managem...Read More
It’s great to see the growing consciousness about gender equality, diversity and inclusion. Look forward to the day when this is not even a special topic to talk about!
The coronavirus pandemic has uniquely impacted women financially, economically, and socially. This review article “Understanding the COVID-19 pandemic from a gender perspective” present some interesting insights. Check it out at this link https://www.sciencedirect.com/science/article/pii/S1028455920302151.
𝐇𝐨𝐰 𝐰𝐨𝐦𝐞𝐧 𝐜𝐚𝐧 𝐡𝐚𝐫𝐧𝐞𝐬𝐬 𝐭𝐡𝐞𝐢𝐫 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐐𝐮𝐨𝐭𝐢𝐞𝐧𝐭 (𝐄𝐐) 𝐭𝐨 𝐛𝐞𝐜𝐨𝐦𝐞 𝐠𝐫𝐞𝐚𝐭 𝐥𝐞𝐚𝐝𝐞𝐫𝐬?
“One of the criticisms I’ve faced over the years is that I’m not aggressive enough or assertive enough or maybe somehow, because I’m empathetic, it means I’m weak. I totally rebel against that. I refuse to believe that you cannot be both compassionate and strong.”- J…[Read more]
More women in Singapore are looking to go back to the workplace after one to two years of being stay-at-home mums, with more than 70 percent of them having had a tertiary education, according to official statistics. With Singapore’s tight labour market and ageing population, it makes sense for employers to relook their hiring practices and r…[Read more]
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.
Changing and building more gender-inclusive workplace culture needs the participation of men to realize it. We need men as women’s spouses, brothers, friends or colleagues to support and show solidarity with their wives, sisters, daughters, colleagues for a more gender-balanced world. Make Gender Equality a Value, Not a Priority. for Sustainability. Priorities can change, Values do not.
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.
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.
Equal access to opportunities at the workplace. End presumptions that woman will be less productive if they are married, pregnant and have kids.
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.
Gender Equality started as a Women’s issue, but it also became a corporate issue, government issue and men’s issue which added more momentum and critical mass over the last decade.
Men must educate other men, who behave “less dignified” when it comes to women and to make these “men” aware that women and men are same.
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.