This year’s International Women’s Day (IWD) falls on March 8, with the campaign theme being #EachforEqual. In celebration of women power and sisterhood, some F&B establishments have rolled out IWD events, such as Tuscan-Italian restaurant Monti at Marina Bay. It has unveiled a one day-only Bottomless Brunch, You Go Girl, on March 8 (from 11am-3pm), with half of the proceeds to be donated to Singapore’s gender equality advocacy group, Aware.
(Related: Celebrate International Women’s Day with these curated menus)
However, before you troop down to commemorate the day with great food, as well as cocktails skilfully prepared by two special female guest bartenders – Christyne Lee, Head Bartender of Tess Bar & Kitchen, and Macarena Rotger, The Other Roof’s lady boss – find out more about the perspectives of fellow women leaders, as they weigh in on the topic of gender equality.
Below, we speak to seven women from different industries to find out what #EachforEqual means to them, why equality is essential in the workplace, and how their businesses are moving towards creating a more gender-diverse world.
(Related: International Women’s Day 2019: Advice from female leaders at the top)
“It appears that in the West, discussions on equality and meritocracy are clouded by polarising political agendas. One party uses sexism as a cudgel against the other. In Asia and more specifically in Singapore, the topic of gender equality appears to be a lot less politically acrimonious.” – Grace Park, co-founder and president, DocDoc
What does this year’s campaign theme mean to you?
To me, #EachforEqual means that we each do our part in treating others and making decisions without discriminating based on gender. At its core, this implies an environment of due process and meritocracy.
My professional career began in the United States Army after graduating from West Point. One of the reasons why I decided to enrol in West Point was to prove to my family and to myself that women can make it through the toughest military academy in the world. More than this, I wanted to demonstrate that I could be an excellent officer independent of my gender. West Point was challenging, but I learnt to overcome adversity and held myself to the same standard as the male cadets. When you excel in your life, others tend to find and follow you, not because you sought the attention but as a result of being authentic and true to your purpose.
How does your company embrace gender diversity?
In my current role, as a co-founder of DocDoc, I do not focus on my gender but on producing high quality work, just as I had done while in the military. The leadership team at DocDoc values meritocracy. Achievements are celebrated regardless of gender.
What does it mean to be a female leader in your industry?
Over 80% of family healthcare decisions are made by women, but women hold only 13% of the C-Suite level leadership roles in healthcare organisations. This mismatch implies that the ones making strategic business decisions on healthcare products may lack personal experience to understand consumers’ real needs.
What I bring to the table is not only a decade of experience in Fortune 500 healthcare corporations but also the ability to connect and resonate with healthcare consumers – patients. This was only possible based on personally experiencing the challenges in finding the right doctor for my daughter when she needed to undergo a liver transplant. I co-founded DocDoc to be the service we never had – empowering patients to find the right care based on unique needs. Our personal journey enabled us to understand the true pain points patients face in healthcare and our products are custom-built to solve these challenges.
How can gender equality change the world for the better?
Half of the world’s brain power comes from women. Unfortunately, half of the contributions to drive society forward do not come from women as men take up the majority of leadership seats in companies – historically and today. The delta is the opportunity.
Research shows that having diverse executive teams can improve overall business performance. According to McKinsey, diverse leadership teams are 21% more likely to outperform on profitability. We need to start viewing gender equality as not only a nice thing to do, but as a business case.
How does the climate for gender equality here compare to overseas?
From my perspective, it appears that in the West, discussions on equality and meritocracy are clouded by polarising political agendas. One party uses sexism as a cudgel against the other. In Asia and more specifically in Singapore, the topic of gender equality appears to be a lot less politically acrimonious. While we are making great strides, women are still underrepresented in Singapore, in Stem jobs as well as in leadership roles. Women occupy only 25% of Stem jobs and 11% of listed board membership.
Until men and women are equally celebrating gender equality, and women across the world fill up half the leadership positions, our work is not done.
What needs to be improved to ensure more equal opportunities?
Many organisations do a poor job of measuring merit. Oftentimes, rewards and promotions are given based on relationships and other qualitative factors. A systematic overhaul of measuring merit needs to occur. We need to bring greater transparency to the measurement system so all employees have a fair and equal start, a process for measuring performance, and a clearly defined path to climb the professional ladder.
How do you manage the multiple roles in your life?
As with most working mothers and wives, we often have to remind ourselves to do a better job at taking care of ourselves as we tend to put ourselves at the bottom of the priority list. When we do so, we are in a better state of mind and body to be our best selves in both the personal and professional spheres.
As a woman in a leadership role, I am expected to be just as competent as any man. Above and beyond my work, I am also a mother and a wife. Thankfully, we have set up a trusted support system at home and it works. I am fortunate to be able to choose to dedicate time to these additional roles. It is important not to feel guilty when choosing to be 100% focused on being Mummy. Likewise, I should not feel guilty being at the office when I am 100% focused on my work.
Advice for working women?
Guard your mind by focusing on your purpose. When focused on a greater purpose, there simply is no place for drama in the workplace. Any personal problems should not be brought to the workplace. This is not really gender-specific, but I see it occurring on a regular basis among professionals. Keep your work and personal life separate as much as possible. They will inevitably blend together at times, but you cannot allow drama in one area to excuse poor performance in the other.
Secondly, learn to actively relax. Living in modern society is stressful and it is easy to let the stress wear you out. You have to consciously develop strategies that help you relax. For me, this is exercise and arts and crafts time with my daughter. The activities will differ from person to person, but it is important to have an outlet that allows you to relax your mind.
“I’ve been in the insurance industry for over 20 years. This industry is traditionally a male-dominated one and standing out and being heard in the boardroom remains one of the biggest challenges.” – Ho Lee Yen, chief customer and marketing officer, AIA Singapore
What does this year’s campaign theme mean to you?
For me, “Each for Equal” is essentially about seeing everyone as people and talents, and not as men or women. Everyone has the capacity to succeed and we need to look beyond superficial traits and place higher regard on qualities such as good attitude and hard work.
I took a non-traditional career path by taking actuarial science to get to where I am today, which is hard to do in a society where the progression ladder seems to be set in stone. The “expected” pathway is not the only way to reach your goals. This is something I always tell my team and my kids, so they can open themselves up to new possibilities. While the path to the C-Suite remains paved with obstacles for women, I’m delighted to say that at AIA Singapore, about 50% of our senior leadership team are female, compared to Singapore’s average of 33%.
What does it mean to be a female leader in your industry?
I’ve been in the insurance industry for over 20 years. This industry is traditionally a male-dominated one and standing out and being heard in the boardroom remains one of the biggest challenges. However, where I lend my strengths, apart from the industry experience I bring, is my ability to be open to creative ideas, and an experimental mindset, as I have done at home with my kids, when I encourage them to leverage their respective creative strengths and encourage freedom of creative expression. That has helped me integrate my knowledge as an actuary with my marketing expertise to come up with propositions that focus on putting the customer first.
How can gender equality change the world for the better?
Building an inclusive environment is about treating all our employees as talented equals, regardless of gender or identity. Having diversity within the teams would also inspire innovation and creativity in their thinking. I believe in the power of identifying the strengths and talents of every individual staff member and focusing on maximising their full potential. Focus on bringing out the best in each team member and harnessing their unique talents. You’ll be surprised by what they can do and deliver, if you give them an outlet to shine.
How does the climate for gender equality here compare to overseas?
In Asia, there is increasing awareness for gender equality with more women taking on bigger roles in the boardroom. We need to remember that pursuing an “Each for Equal” mindset should be everyone’s business. Traditionally, many in Asia would shy away from shaking up the status quo and lending a voice to what matters most. More women, who feel passionate about a purpose, should never underestimate the value and power of her voice. I encourage them to step up and take charge when she can make an impact on our community by making a difference in someone’s life.
What needs to be improved to ensure more equal opportunities?
Women must first be convinced that we can do jobs that are often stereotyped that only men can do. There needs to be a change in mindset, starting from the top management to believing in equal opportunities for both genders, and empowering women to step up to the challenge(s). It also helps to feature more women leaders as well as aspiring women leaders in the media, which could help in shifting stereotypical mindsets and accepting women as the equal half.
How do you manage the multiple roles in your life?
Having clarity on the priorities for my work and my family as well as spending quality time with my loved ones is how I juggle between both, to ensure I don’t fall behind in one or the other.
Multi-tasking is a trait that’s by no means unique to women, but as a female leader, I am driven to have more women realise the full extent of their capabilities. Don’t let anyone tell you to choose between work and family. Be clear of your priorities, and make time for them. Over time, with consistency, it will become a habit and you’ll notice the positive effects on your health and happiness.
Advice for working women
Discovering your strengths:
Knowing your strengths is valuable, which allows you to focus on what you are good at and use it to attain your goals.
Have confidence in yourself:
Believe in what you can do. With a positive mindset, perseverance and the right attitude, you’ll be able to overcome all odds and excel in what you want to achieve.
Enjoy what you do:
When you enjoy and have the passion in what you do, it no longer becomes a chore but an inspiration for you to do even better everyday and live life with a smile each day.
“One day, leadership will just be leadership, and female leaders won’t be called out, in the same way people will stop asking me how I “balance” it all. We don’t ask male leaders that. One day, being female won’t be, as Simone de Beauvoir called it, “The Second Sex” against the norm that is male. One day, you won’t ask me what it’s like to be a female leader!” – Ho Renyung, vice-president, Brand HQ, Banyan Tree Holdings
What does this year’s campaign theme mean to you?
#EachforEqual reminds us that equality is something that everyone has a stake in. Women hold up half the sky, so we can and should step out into the light. But it is not solely on women to effect change. The burden to change is on everyone. Progression and systemic change require the active participation of every member of society, and this starts from the self in small ways, which then coalesces into a wider and more lasting impact on the community as a whole.
How does your company embrace gender diversity?
We actively manage gender diversity in terms of ensuring our managerial mix is balanced (we are at 46% female), and board representation is also diverse. We are also on the path to ensuring gender pay parity. We actively celebrate women’s achievements in the company and fight against labels, like in our tongue-in-cheek IWD campaign this year. We also have an inner circle network encouraging female leadership, with our co-founder Claire Chiang championing it. Social capital and executive sponsorship are fundamental in enabling us to move beyond unconscious bias.
That being said, we believe strongly that diversity goes beyond gender, and inclusion is an ongoing process expressed in our behaviour and actions. We are in the midst of creating a series of group-wide standards to embrace diversity across both the associate and guest experience. Stay tuned!
What does it mean to be a female leader in your industry?
Growing up, I had a very strong role model in my mother, who co-founded Banyan Tree and is a strong advocate for community, diversity and sustainability. With two brothers, I’d say I had the privilege of being raised gender-blind, where being a girl or a woman was never a limiting factor.
In the hospitality industry, like in most others, the majority of leadership is still predominantly male, and I have heard stories of how the “boys club’’ can be alienating and difficult to access. I feel strongly that a female leader should be seen simply as a leader, and not held to different standards just because of her gender. Qualities that define good leadership are no different for anyone: articulating a common vision, standing up for what matters, being both fair and firm where required, and bringing people along with you.
One day leadership will just be leadership, and female leaders won’t be called out, in the same way people will stop asking me how I “balance” it all. We don’t ask male leaders that. One day being female won’t be, as Simone de Beauvoir called it, “The Second Sex” against the norm that is male. One day you won’t ask me what it’s like to be a female leader!
How can gender equality change the world for the better?
While I may not have been negatively stereotyped, I recognise and notice subconscious behaviours that sometimes leave women unheard and unnoticed. As we cultivate the ability to be more conscious of our own biases in general, we become more open and accepting of others. This then allows us to take conscious steps to rectify inequalities. To me, the push for gender equality falls under the broader banner of making the world a more equal place for everyone.
How does the climate for gender equality here compare to overseas?
Only 9% of Singaporean companies have a female CEO, whereas the number for Asean companies as a whole is 21%. Female board-level representation on SGX’s top 100 companies is 12%, which of the major capital markets is second to last, before Japan at a sad 1.5%. Germany and the UK are at 27%, the US at 20%. Those numbers speak for themselves.
That said, gender equality at the corporate level is only one level. I am keenly conscious of the privilege we have as compared to my sisters in Mexico, for example, who are going on a strike on March 9, because of the gender violence they experience on a daily basis. As a company, we are supporting this strike and stand with our female associates there. We all deserve to feel safe and free. This is a basic right.
What needs to be improved to ensure more equal opportunities?
Across industries and countries, structures of inequality manifest themselves in many ways. We clearly need to address these realities. But more fundamentally, a deep-seated shift in our own perceptions must take place: a broader perspective on diversity and inclusion has to become a habit of mind, an instinct that we deploy in all contexts and not in isolated initiatives. As an organisation, Banyan Tree is mature enough to pledge inclusion across age, ethnicity and sexuality too, and I aim to roll out operational standards to reflect that across the group and support the diversity of our employees, partners and customers.
How do you manage the multiple roles in your life?
One day you either won’t ask me that, or you’ll also ask all male interviewees the same…! As a sociologist, my view of identity is that it’s relational – it is contextual and dependent on the relationships we have of others and the environments we are in. For me, I am guided by a strong value-based compass through all my contexts, and bringing my whole self to each dimension has been an important part of my leadership growth in recent years. Designing organisational environments where people feel not just able to bring their whole selves to work but also to feel accepted, and where they may flourish, is my vision.
“My team members are powerful superwomen who can freely share their views. In Singapore, we make sure to never hire based on gender, but on capability and ability to contribute to the team.” – Ruth Yam, marketing and category director, Starbucks
What does this year’s campaign theme mean to you?
#EachforEqual resonates personally with me as I believe that, just as an organisation is a sum of its parts – and grand milestones and meaningful work can only be achieved with equal effort from individuals who are all empowered to contribute – similarly, progress in gender equality will require commitment and passion from everyone. We need to continually support each other and build on each other’s ideas and contributions.
How does your company embrace gender diversity?
The biggest women-oriented achievement in my current workplace at Starbucks is certainly leading an all-female team! My team members are powerful superwomen who can freely share their views. In Singapore, we make sure to never hire based on gender, but on capability and ability to contribute to the team. I am blessed to be working for an organisation that understands and practises equality, and this has allowed me to always hire the right people.
What does it mean to be a female leader in your industry?
In the retail industry, things are always changing, and we need to be sensitive to our customers. For example, our customers increasingly expect us to lead the way in social and environmental responsibility and demand the highest standards from Starbucks. These are important issues that need to be tackled with care and compassion. Over the years, we have entered various meaningful partnerships that show our commitment – e.g. partnering with the Autism Resource Centre and Singapore Kindness Movement. As female leaders, we can be empathetic yet assertive. We understand issues and situations with our heart, and yet can lead with our head.
How can gender equality change the world for the better?
It’s all about the right person, not the right gender. Everyone should be treated equally and judged based on merit. If we can put aside all prejudice, we will achieve greater things more efficiently and also more effectively – building an open, honest and multi-dimensional world in the process.
What needs to be improved to ensure more equal opportunities?
We need to focus on the deliverables and results and not inconveniences. If we stay goal-oriented, we can choose the right people for the right roles and opportunities fairly and responsibly. There are several young mothers on my team – being understanding and allowing them the flexibility to care for their young ones has given them the peace of mind to commit fully to their family at home. At work, they are then able to contribute more productively and dedicatedly, and at the end of the day, results are still attained and goals met.
How do you manage the multiple roles in your life?
I stay focused on what I need to do at the right time. When I’m at work, I focus on that and give it 100%; when I’m home, I give that my 100% too. Never allow either aspect of your life to suffer; both deserve your equal passion and dedication. My day at work starts at 7.30am. I am fortunate that my workplace allows me to undertake flexible hours; this really helped me while my daughter was growing up. For example, I was able to ferry her to classes in the late afternoon and could get my errands done while waiting for her.
Advice for working women?
Be yourself. Never be afraid to speak your mind or worry that your views may differ from others. Trust yourself. Lead with both your head and heart.
“Companies need to ensure they make continuous efforts to celebrate women’s achievements at work and forums, thus encouraging more women to join the industry. In the Stem sector, females are still underrepresented especially for emerging roles in artificial intelligence (AI), where women make up only 22 per cent of AI professionals globally.” – Vivian Chua, vice-president, Singapore managing director, HP
What does this year’s campaign theme mean to you?
This year’s campaign theme resonates with me as it encourages individuals and organisations to create an inclusive environment for all to thrive and succeed. How we think, act and behave individually contributes to exemplifying the strength of female leadership as a collective. Together, we can build strength upon strength to champion women equality in leadership. An all-encompassing leadership bench and workforce can help drive a company’s growth and long-term success.
How does your company embrace gender diversity?
I have been with HP since 1999, and diversity and inclusion are key to our people strategy. Part of my role includes overseeing all of HP’s business impact networks, one of which is our Young Employee Network (YEN). Under YEN, we encourage our young employees to harness their creativity, develop a sense of belonging and work with the senior management to sound out their ideas. This also includes promoting collaboration and nurturing relationships across our multi-generational workforce. In doing so, we hope to promote reverse mentorship, intergenerational learning and celebrate diversity.
What does it mean to be a female leader in your industry?
Despite the sector being traditionally male-dominated, I see it as an opportunity to inject my personality in the way I work and lead my teams. The key to driving a highly motivated team is to lead with people in mind, which includes being empathetic to what they are going through. Being present is not enough, but rather listening, showing constant support, sharing experiences openly and providing guidance are important ingredients in building a long-lasting relationship with my work-family.
How can gender equality change the world for the better?
Promoting and implementing change for gender equality would allow everyone to achieve their maximum potential to succeed. In many parts of the world, young girls are still deprived of education and proper living conditions because of their gender. Gender equality can give these girls a new lease on life and allow them to contribute to the greater good of the society, and the world they live in.
Closer to home, gender equality can give others the freedom to pursue what they want. Some women might fear that their careers will come to a standstill if they become mothers. Gender equality changes that fear to assurance.
How does the climate for gender equality here compare to overseas?
Even though Singapore is ranked 54th on the World Economic Forum’s Global Gender Gap Report 2020, the government has taken steps to push for gender equality. The nation’s growth and development were possible due to the sacrifices women made in the pre-nation-building days. Many women became housewives to play the caregiver role or were samsui women who were the early builders of the nation. Progress has come a long way given that education is open to all in Singapore, and the literacy rate between both genders has almost reached gender parity. However, more can be done to ensure we are advancing in gender equality. This includes looking into the gender wage gap, maternity and paternity leave policies.
What needs to be improved to ensure more equal opportunities?
More can be done to challenge stereotypes that some roles are only for men. Companies need to ensure they make continuous efforts to celebrate women’s achievements at work and forums, thus encouraging more women to join the industry. In the Stem sector, females are still underrepresented especially for emerging roles in artificial intelligence (AI), where women make up only 22% of AI professionals globally.
How do you manage the multiple roles in your life?
Besides being the managing director of Singapore in HP and cluster head for Singapore and Malaysia, I am also a mother to two boys – a 13- and an 11-year-old. A solid family support system has contributed tremendously to my successes at work by giving me the space I need to focus on my career development. Being a working mum has benefited me greatly. It has broadened my views in life, and moulded me to be empathetic, patient and resilient at work.
Work-life balance is always something we must strive to attain. Priorities at home are as important as deadlines at work. My husband and I always set aside time for activities with the children, regardless of how busy we are.
Advice for working women?
I encourage women to constantly seek opportunities to upgrade their skills and put themselves in a better light for promotions. Always speak out if you are looking for growth opportunities and do not shy away from stepping up to take on leadership positions. You might very well be qualified to do the job. Have mentors who can guide you and advocates who can speak for you to propel you further. Lastly, always take giving feedback seriously, as bosses/employers need to hear from you on how they can help you succeed.
“There were times when I had fellow female colleagues come up to me saying that they did not feel good enough to step up in their careers and unconsciously, this contributed to limiting their potential below an invisible glass ceiling.” – Loretta Ng, head of Asia, M&G Investments
What does this year’s campaign theme mean to you?
#EachforEqual means advocating inclusion to create a gender-equal world together and empowering the betterment of women’s well-being. This means providing employment opportunities for aspiring women, eliminating barriers to women’s participation in society and ensuring they know that opportunities should be unaffected by one’s gender.
How does your company embrace gender diversity?
I have been fortunate to have built my career in companies that celebrate diversity. At M&G Investments, we believe that a fully diverse and inclusive culture allows us to better engage with colleagues, uncover new ways of thinking, and better serve the needs of our customers and clients. To this end, we have a gender network and platform seeking to support and promote gender balance, empower colleagues to achieve their true potential, and provide learning opportunities to employees.
There were times when I had fellow female colleagues come up to me saying that they did not feel good enough to step up in their careers and unconsciously, this contributed to limiting their potential within an invisible glass ceiling. We must not hesitate to step up to question stereotypes and encourage women to break through these assumptions. There’s a lot we can do as individuals to pay it forward to empower and enable others like us.
What does it mean to be a female leader in your industry?
A female leader brings diversity to the business and is a testament that the company has an inclusive culture. In today’s context, I think what is even more important is a mindset shift – a female leader should not be just another number to add to the boardroom; rather, she is there because her presence, ideas and thoughts are respected and truly valued by the management.
How can gender equality change the world for the better?
Gender equality promotes greater economic production through the empowerment of women and recognition for their contributions across economic, social, political and cultural spheres. When gender equality exists, it promotes equal respect between men and women and this leads to a more harmonious society.
How does the climate for gender equality here compare to overseas?
Generally, we do not see huge gender discrepancies in Singapore. I would like to think that women are well-respected and recognised here. However, this is not always the case for other countries where male dominance shows up, particularly in the division of major economic decisions. There is always room to improve how women are being valued in the workplace and increase representation at the management level.
What needs to be improved to ensure more equal opportunities?
Firstly, women need to take ownership of how gender equality is being defined. Very often, we can stamp stereotypes upon ourselves without even being aware of it. When we make a conscious effort to break out of these “societal norms” that dictate what women should or should not do, only then can we effectively engage men in conversations on gender equality, rally their support, and earn respect in return.
How do you manage the multiple roles in your life?
I think it is important to make a conscious effort in setting aside time for the different roles I play in my life. Whether in my personal or work life, I take pride in giving my 100%, and working out a schedule always helps in time management.
Advice for working women?
Strive for excellence in all your thoughts and actions, never settle for second best just because your environment tells you to. Be courageous to challenge biases and the status quo where better outcomes are within reach. Be bold enough to discuss personal growth opportunities including promotions or role expansions. Also don’t forget to celebrate other women’s achievements at work, be a mentor and be a positive force for other women.
“Some people have the misconception that women, especially working mothers, are only fixated on family commitments. I am vocal about my personal experience and how I manage my commitments, to reinforce and socialise the idea that women can be mothers and competent employees.” – Pauline Lemaire, director of account strategy for Large Customers (S-E Asia, Taiwan, Hong Kong), Criteo
What does this year’s campaign theme mean to you?
The theme of #EachForEqual has been described as collective individualism – the joint efforts of businesses, leaders and individuals to collectively effect change. What this means for Criteo is strengthening our open and impactful corporate values through initiatives such as remote working, optional unpaid maternity and Criteo family days. For leaders, it is about being open-minded and promoting diversity in thinking to provide the same opportunities for all, recognising talent and the chance to try. On a personal level, it is about working with my company and leaders to ensure equality for all.
How does your company embrace gender diversity?
I am a believer of good work regardless of gender. Some people have the misconception that women, especially working mothers, are only fixated on family commitments. I am vocal about my personal experience and how I manage my commitments, to reinforce and socialise the idea that women can be mothers and competent employees.
Women are often overlooked as potential leaders due to the lack of representation. Being lucky to have progressed to more senior positions, I have fought for outstanding female talents to be promoted, by challenging them and providing them visibility to senior leadership.
What does it mean to be a female leader in your industry?
One fundamental issue to tackle for AdTech is the low female Stem pipeline. Globally, women make up only 30% of Stem researchers . The higher we go; the percentage falls further. As a female leader in AdTech, I bring an empathetic approach to the way I interpret numbers. Beyond data, it is also important that we uncover behavioural insights and why consumers browse and purchase.
How can gender equality change the world for the better?
Gender equality empowers not only women, but the collective good of the world – as we can look to fully embrace the potential of women, particularly in the workforce in my case. The fact is that companies have seen that ensuring equal opportunities for women has led to better growth.
In my capacity in Criteo, this has been top-of-mind when it comes to staffing decisions. I look beyond my staff’s current performance, considering their drive and long-term potential to ensure that gender is not a factor in our decision-making.
How does the climate for gender equality here compare to overseas?
Relocating from Europe, I have experienced great progress in gender equality in the past years with women-only industry events, charities supporting women at work and shared maternity leave between men and women. While 75.1% of mothers in Britain were working, many Singaporean women are staying unemployed to fulfil family responsibilities . Equal workplaces empower mothers to thrive at work and at home. To do so, employers can take lead by introducing mother-friendly initiatives such as optional unpaid maternity leave and work-from-home arrangements.
What needs to be improved to ensure more equal opportunities?
Flexible working arrangements should be extended to both genders so fathers are encouraged to take on more childcare duties while mothers can focus on their work. More training and support can be offered to high potential female talents, even for those on maternity leave. This includes continuing mentorship programmes even if they are not physically in the office and offering them new internal job opportunities for consideration. More can also be done to ensure a smooth transition back at work after maternity leave.
How do you manage the multiple roles in your life?
Having a supportive partner and network allows one to have the space to focus on their career when needed. Likewise, an open and supportive company culture should allow employees the time to be the best caregivers they can be outside of work.
I was able to balance multiple roles, thanks to Criteo’s flexible policies. These include work-from-home initiatives, nursery rooms at the office, 16 weeks of paid maternity regardless of nationality and Criteo family day. These benefits have allowed mothers like myself to thrive in the workplace.
Advice for working women?
Women need to be their own change advocates – do not be afraid to raise your hands for roles which allow you to stretch and succeed. A truly supportive workplace would allow everyone an equal opportunity to strive for the roles they want, without drawing conclusions based on a person’s role outside of work. Aside from female mentors, women themselves and companies should be open to having male mentors for women also. This enables males to better understand and learn what they can do to advocate for an #EachforEqual culture.