Fostering Female Talent in the Workplace

Fostering Female Talent Fostering femalein talent the Workforce: in the workplace:Women in business and management Asia-Pacific Regional Conference on 3 July 2015 Women in business and managementHoliday Inn Singapore Atrium Singapore, 3 July 2015

Delegate Conference BookReport ACKNOWLEDGEMENTS

Acknowledgements 3 Acknowledgements

CONTENTS Background 4

Introduction to the conference in the Asia-Pacific region 6 The conference would not have been possible without the hard work and support of the

co-host, Singapore National Employers Federation. Organization 7

Opening session 8 We would like to thank all the panellists and speakers who gave of their time to participate in the event, namely: Amy Khor, Ho Kwon Ping, Evangeline Chua, Jessica Tan, Bob Tan, Amy Panel 1: Luinstra, Marife Zamora, Janet Ang, Kelly Sofian, Kate Carnell, John Gethin-Jones, Shahida Understanding the challenges in attracting and retaining female Sajjad, Howard Politini, Clara Goh and Shinta Widjaja Kamdani. Sincere thanks are due to talent in the Asia-Pacific region 14 Sharanjit Leyl who moderated all the panels.

Panel 2: Furthermore the presence and support of representatives from employers’ organizations in The business and economic case for gender diversity the region who contributed to the success of the event: and women’s leadership in the workplace in the Asia-Pacific region 21 • Employers’ Confederation of Philippines • China Enterprise Confederation Panel 3: • Employers Confederation of Thailand • Vietnam Chamber of Commerce • Fiji Enterprise and Commerce Federation and Industry Presenting solutions in leveling the playing field for women • Cambodian Federation of Employers • Iranian Confederation of Employers’ and men in the Asia-Pacific region 28 and Business Associations Associations Conclusion 34 • Employers Association of Indonesia • Employers’ Federation of Pakistan • Employers Federation of Ceylon • Bangladesh Employers’ Federation Annex 1 Agenda 36 • Lao National Chamber of Commerce • Union of Myanmar Federation of and Industry Chambers of Commerce and Industry Annex 2 Polling the audience 38 • Malaysian Employers Federation • Korea Employers Federation

Annex 3 Factsheet 42

Finally, acknowledgement of the Norway-ILO Partnership Cooperation Agreement is due for the provision of the funds necessary for this conference and related activities.

Deborah France-Massin Director, Bureau for Employers’ Activities International Labour Organization

2 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 3 The regional report signifies the need to maximize the use of female talent in Background the Asia-Pacific region, especially at a time when talent and skill shortages are restricting business growth. Some of the main findings of the report are: BACKGROUND BACKGROUND

• In around 55 per cent of companies surveyed, women represented 10 per cent or less of senior managers, or the companies had not appointed any women at the senior management level.

• Women make up little more than 5 per cent of chief executive officers (CEOs) In 2013 the International Labour Organization (ILO) Bureau for Employers’ of publicly listed companies. Activities (ACT/EMP) conducted a global survey with approximately 1,300 private sector companies in 39 emerging countries across five regions to strengthen the • The data clearly illustrate that women seldom hold top management positions knowledge base of employers through research, documentation of good practices and are concentrated in specific types of management and occupations. and sharing of experiences within and between regions. The research culminated into the ILO Global Report on Women in Business and Management: Gaining • Based on available data, there are three countries in the Asia-Pacific region in Momentum¹, which was launched in January 2015. which more than 5 per cent of CEOs are women, namely China, New Zealand and Viet Nam. As a direct follow-up to the report, the ILO organized an international conference on Reflecting global change: Women in Business and Management in collaboration with • In the public sector, Mongolia, New Zealand and the Philippines are among the the International Finance Corporation (IFC) and the Confederation of British Industry 22 countries worldwide where 40 per cent or more of legislators, senior officials (CBI) at its headquarters in London in April 2015. The conference brought together and managers are women. constituents from businesses and their representative organizations with experts and practitioners from around the world to identify critical steps to accelerate the • Women today are better educated. In 11 of the 24 countries for which data were advancement of women in business and management and to share solutions for available, women were the majority of all tertiary graduates and students. Yet, 50 driving better business results. per cent of businesses in the region reported that the retention of women in the workplace was a problem. Building on the momentum created from the global initiative, the ILO took an additional step to examine the situation, statistics and company policies and • Women own or manage approximately 30 per cent of all businesses ranging from practices to promote women in management in Asia and the Pacific; a region self-employed (or own account workers), micro- and small enterprises to medium where women’s growing presence in the labour market is becoming a driver and large companies. for economic growth and development. The report on Women in business and management: Gaining momentum in Asia and the Pacific² offers region-specific ¹ILO. 2015. Women in Business and Management: Gaining momentum data and information on women in business and management and complements (http://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_316450.pdf) ²IILO. 2015. Women in Business and Management: Gaining momentum in Asia and the Pacific the findings and messages of the global report. (http://www.ilo.org/wcmsp5/groups/public/---asia/---ro-bangkok/---sro-bangkok/documents/publication/wcms_379571.pdf)

4 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 5 Introduction to the conference in the Asia-Pacific region INTRODUCTION The Asia Pacific regional conference on Fostering female talent in the workplace: Women in business and management was held in collaboration with the ILO and the Singapore National Employers Federation (SNEF) on 3 July 2015 in Singapore. It brought together over 260 international experts, academics, company representatives, representative organizations of business and other stakeholders to provide an overview of opportunities and challenges faced in attracting and retaining female talent as well as sharing of trends and best practices.

The panels consisted of national employers’ organization representatives, company representatives from businesses in Singapore and the Asia-Pacific region, and international experts. Experienced BBC journalist, Ms Sharanjit Leyl, moderated the panels. The conference aimed to do the following:

• Provide an opportunity to present the regional report Women in business and management: Gaining momentum in Asia and the Pacific, with the latest regional data and information. Organization • Provide a platform for international experts to share trends and practices in the region, and for employers’ organizations and companies to highlight best practices The conference was organized in partnership with the SNEF, an employers’ in the region. organization active in the promoting women in business and management. The Federation has a large membership base and is a member of the Association • Assist employers’ organizations from across the Asia-Pacific region in the of Southeast Asian Nations Confederation of Employers (ACE). The SNEF actively formulation and implementation of employers’ policies and actions to enhance engages with its member companies and stakeholders on women in business issues women’s participation in management and decision-making as a strategic business through supporting the National Diversity Task Force, taking part in tripartite working goal; and groups on enhancing employment choices for women, assisting the Government of Singapore to design flexible workplace programmes and conducting research on • Highlight good practices and policy initiatives from business communities in the issue. Singapore and the Asia-Pacific region, as well as the international business community.

6 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 7 Opening Session Participants SPEAKERS OPENING SESSION

GuestGuest-of-Honour of Honour KeyKeynote note speaker Speaker Asia-PacificInternational overview Labour International Labour Moderator Panel Discussant Organization Organization Ms.Dr AmyAmy Khor Khor Mr.Mr HoHo KwonKwon Ping Ms. Deborah Ms Sharanjit Leyl Ms Amy Luinstra Executive Chairman, Ms Deborah Ms Tomoko Journalist, Producer Senior Operations SeniorSenior Minister Minister of State, of Ping France- Massin MinistryState of forHealth, Health Banyan Tree Holdings, France-Massin Nishimoto and Presenter Officer – Gender, Director, Bureau of Assistant Director- Ministryand ofManpower Manpower, and ExecutivePresident Chairman, of Wah Director, Bureau for BBC World News International Finance Deputy Government Whip BanyanChang/Thai Tree Holdings, Wah Employers’Employers’ Activities Activities (ACT/ General, and Regional Corporation PresidentGroup of of Wah Companies, Chang/ EMP),(ACT/EMP) International Labour Director, ILO Regional Thaiand Wah Chairman, Group of Board Organization Office for Asia and Companies,of Trustees, and Chairman, Singapore the Pacific BoardManagement of Trustees, SingaporeUniversity Management University SPEAKERS Key themes Amy Khor, Senior Minister of State for the Ministry of Health and the Ministry of Manpower, opened the conference by touching on the progress made by Singapore in educating women and the subsequent increase in the participation • Work life integration of women in the labour force. Nevertheless, female representation on boards and in executive management as remained low. This phenomenon, referred to as the Guest-of-Honour Keynote Speaker International Labour International Labour Moderator Panel Discussant Organization Organization • Women in the changing world of work Dr Amy Khor Mr Ho Kwon Ping Ms Sharanjit Leyl Ms Amy Luinstra ‘leaking pipeline’, is not unique to Singapore, as reflected in the ILO report on Senior Minister of Executive Chairman, Ms Deborah Ms Tomoko Journalist, Producer Senior Operations State for Health Banyan Tree Holdings, France-Massin Nishimoto and Presenter Officer – Gender, women in management in the Asia-Pacific region. Ultimately the conversation about Director, Bureau of Assistant Director- and Manpower President of Wah BBC World News International Finance • Importance of data driven understanding Chang/Thai Wah Employers’ Activities General, and Regional Corporation Panel Discussant Panel Discussant Panel Discussant Panel Discussant expandingPanel and optimizing Discussant the talent poolPanel is of Discussant particular importance to Singapore Group of Companies, (ACT/EMP) Director, ILO Regional Office for Asia and given low birth rates and an ageing population. She noted that soon women will and Chairman, Board • Public,Mr Bob private Tan and personal supportMs Clara are all Goh key elements of creatingMs Evangeline an Mr Howard Mr Jagadish CV Ms Janet Ang of Trustees, Singapore the Pacific Co-Chair of Tripartite Asia Treasury CEO, Systems on Vice President, Management Chua Politini control three-quarters of discretionary spending worldwide and companies need University conduciveAlliance working for Fair environment Director, for women Asia Head of Human President, Fiji Silicon Manufacturing Systems of to take into account the views of women, particularly through more diverse boards and Progressive Pacific Region, and Resources, Citi Commerce and Company (SSMC) Engagement & given the link between gender diversity and better business performance. More • KeyEmployment findings of PracticesILO report on WomenChairwoman in business of the and management:Singapore Employers Federation, Smarter Cities, (TAFEP), and Women’s Leadership and General Manager IBM Asia Pacific GainingChairman, momentum Jurong in Asia and theDevelopment Pacific of HR, Bank of South Engineering Limited Committee, Pacific, Fiji UPS Singapore

8 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 9 Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Mr Bob Tan Ms Clara Goh Ms Evangeline Mr Howard Mr Jagadish CV Ms Janet Ang Co-Chair of Tripartite Asia Treasury Chua Politini CEO, Systems on Vice President, Alliance for Fair Director, Asia Head of Human President, Fiji Silicon Manufacturing Systems of and Progressive Pacific Region, and Resources, Citi Commerce and Company (SSMC) Engagement & Employment Practices Chairwoman of the Singapore Employers Federation, Smarter Cities, (TAFEP), and Women’s Leadership and General Manager IBM Asia Pacific Chairman, Jurong Development of HR, Bank of South Engineering Limited Committee, Pacific, Fiji UPS Singapore

Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Ms Jessica Tan Mr John Gethin Ms Kate Carnell Ms Marife B. Dr Shahida Sajjad Ms Shinta Widjaja Managing Director, -Jones CEO, Australian Zamora Board member, Kamdani Microsoft Singapore, Managing Director, Chamber of Chairperson, Employers’ Federation CEO, Sintesa and Member of NCS Papua New Commerce and Convergys Philippines of Pakistan, and Dean, Group, Indonesia, Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Parliament Guinea Industry (ACCI) Services Corporation Faculty of Education, Vice Chairwomen, Ms Jessica Tan Mr John Gethin Ms Kate Carnell Ms Marife B. Dr Shahida Sajjad Ms Shinta Widjaja (NYSE: CVG) Federal Urdu Employers’ Managing Director, -Jones CEO, Australian Zamora Board member, Kamdani Microsoft Singapore, Managing Director, Chamber of Chairperson, Employers’ Federation CEO, Sintesa University of Arts Association of and Member of NCS Papua New Commerce and Convergys Philippines of Pakistan, and Dean, Group, Indonesia, Science & Technology Indonesia (APINDO) Parliament Guinea Industry (ACCI) Services Corporation Faculty of Education, Vice Chairwomen, (NYSE: CVG) Federal Urdu Employers’ University of Arts Association of Science & Technology Indonesia (APINDO)

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT 3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT needs to be done to promote women, particularly in leadership. To achieve this best attributes will gain a competitive advantage. Companies should look towards the public and private sectors need to work together to support and encourage a workplace where the full potential of all workers can be realized. Companies women in the workforce by ensuring access to maternity and paternity leave have shown they know how to “talk the talk” about gender diversity yet “walking and child care while the private sector must implement more flexible working the walk” remains another matter; societies need to work on walking that path environments to support parents. Government should provide the ‘hardware’, but together to achieve gender diversity. companies need to provide the ‘software’, such as human resources policies to attract and promote women, including reducing reliance on the ‘old boys network’. Without, family and societal support it remains difficult for women to balance work-life demands. A key message from her remarks was that ultimately, private, public and personal realms need to work together to support women and help Breaking the glass ceiling everyone maximize their potential regardless of gender. in Banyan Tree Holdings Ho Kwon Ping, Executive Chairman, Banyan Tree Holdings, gave the keynote SPEAKERS address highlighting that fast changes are happening in the world of work for • Women comprise of between 30 per cent and 50 per cent of the women. He cautioned that change in the form of mandatory quotas shouldn’t board at any time. be the primary means of promoting women in business as it undermines the real value of diversity and amounts to simplistic rigidity. A greater number of • Women are 45 per cent of the top 100 executives. positive incentives provided by society and industry, and voluntary targets set by Guest-of-Honour Keynote Speaker International Labour International Labour Moderator Panel Discussant Organization Organization Dr Amy Khor Mr Ho Kwon Pingcompanies could provide a slower but lastingMs solution. Sharanjit The Leyl harsh Msreality Amy isLuinstra that the • Women are 40 per cent of the top 250 middle managers. Senior Minister of Executive Chairman, Ms Deborah Ms Tomoko Journalist, Producer Senior Operations State for Health Banyan Tree Holdings,world France-Massin of work until this pointNishimoto has amountedand to Presentera sacrifice of familyOfficer and – Gender,personal Director, Bureau of Assistant Director- and Manpower President of Wah BBC World News International Finance Chang/Thai Wah life (mostEmployers’ of Activitiesthe time forGeneral, women) and Regional given the constraints of theCorporation traditional work Group of Companies, (ACT/EMP) Director, ILO Regional • The head of the Banyan Tree’s project management division – which and Chairman, Board environment, such as theOffice 9 a.m. for toAsia 5 andp.m. work schedule, which is not conducive is normally considered a male domain – is a woman. of Trustees, Singapore the Pacific Management to the needs of employees who have family care obligations in addition to their University career. However, change is on the horizon creating the opportunity for work-life • Banyan Tree was the first luxury hotel in Thailand to appoint a woman integration where people can shift between work and family life, and where as the general manager. productivity is measure in tasks achieved and not by presence during office hours. He stated that technology is becoming a game changer in enabling work-life fit whereby, depending on the phase of a person’s life, the balance between work and life can evolve. Technology enables the ratio of work to life in different phases

Panel Discussant Panel Discussant of lifePanel to Discussant change, allowingPanel employees Discussant to customizePanel Discussant the work-lifePanel fit Discussant throughout Mr Bob Tan Ms Clara Goh theirMs working Evangeline lives. The companiesMr Howard that recognizeMr Jagadish the new CV world ofMs work Janet and Ang build Co-Chair of Tripartite Asia Treasury Chua Politini CEO, Systems on Vice President, Alliance for Fair Director, Asia the humanHead of Human resources scaffoldingPresident, Fiji that will Siliconallow Manufacturing all workers toSystems perform of to their and Progressive Pacific Region, and Resources, Citi Commerce and Company (SSMC) Engagement & Employment Practices Chairwoman of the Singapore Employers Federation, Smarter Cities, (TAFEP), and Women’s Leadership and General Manager IBM Asia Pacific Chairman, Jurong Development of HR, Bank of South Engineering Limited Committee, Pacific, Fiji UPS Singapore

10 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 11

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT countries often creating a “double burden” for working women. She went on to highlight some key statistics from the ILO’s Women in business and management: Gaining momentum in Asia and the Pacific report, including the growing number of women in business, the persisting gender pay gaps and indicated that many of the companies surveyed from the region did not feel promoting women was a human resource priority. From a business perspective, there is a lot of untapped talent in Asia-Pacific, where the level of education is rising yet women remain concentrated at more junior levels, and this ultimately has economic implications.

Key messages for moving the agenda forward

• Progress has been made but more must be done as glass ceilings and walls remain in place.

• There is a need to put knowledge into practice and “walk the walk” and share good practice. SPEAKERS In the session on key trends for women in business and management in Asia- • The whole world of work is changing, the future of work is Pacific and globally Deborah France-Massin, the Director of the ILO’s ACT/EMP, already here and it is affecting women and men in the workplace. explained that one of the key tasks of the ILO is advocacy, and based on the work Technology may finally enable employees to achieve work-life fit, in that had taken place, ACT/EMP looked to establish whether the advocacy around workplaces that evolve to measure tasks as opposed to time in the Guest-of-Honour Keynote Speaker International Labour International Labour Moderator Panel Discussant Organization genderOrganization diversity had resulted in changes through putting together a fact-based Dr Amy Khor Mr Ho Kwon Ping Ms Sharanjit Leyl Ms Amy Luinstra office or more traditional measures of productivity. Senior Minister of Executive Chairman, Ms Deborah key referenceMs Tomoko document Journalist,at a global Producer and regionalSenior level Operations to measure the progress. The State for Health Banyan Tree Holdings, France-Massin Nishimoto and Presenter Officer – Gender, Director, Bureau of Assistant Director- and Manpower President of Wah global report showed thatBBC there World Newshas been progressInternational the Finance percentage of women in Chang/Thai Wah Employers’ Activities General, and Regional Corporation • Systems (public, private and personal) need to be in place and Group of Companies, (ACT/EMP) managementDirector, ILO hasRegional increased. However, it is clear that the glass ceiling is cracked but and Chairman, Board Office for Asia and need to be harmonized to support employees to achieve work-life of Trustees, Singapore therethe are Pacific still glass walls, where educated women are still concentrated in certain Management integration and work-life fit. University types of management functions. Gender stereotyping is still real and pervasive, as a result of unconscious (or conscious) bias, even at the level of recruitment. In addition, family responsibilities are still mainly assigned to women in most

Panel Discussant Panel Discussant Panel Discussant Panel Discussant 12Panel FOSTERING Discussant FEMALE TALENTPanel IN THE Discussant WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 13 Mr Bob Tan Ms Clara Goh Ms Evangeline Mr Howard Mr Jagadish CV Ms Janet Ang Co-Chair of Tripartite Asia Treasury Chua Politini CEO, Systems on Vice President, Alliance for Fair Director, Asia Head of Human President, Fiji Silicon Manufacturing Systems of and Progressive Pacific Region, and Resources, Citi Commerce and Company (SSMC) Engagement & Employment Practices Chairwoman of the Singapore Employers Federation, Smarter Cities, (TAFEP), and Women’s Leadership and General Manager IBM Asia Pacific Chairman, Jurong Development of HR, Bank of South Engineering Limited Committee, Pacific, Fiji UPS Singapore

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT SPEAKERS

Guest-of-Honour Keynote Speaker International Labour International Labour Moderator Panel Discussant Organization Organization Dr Amy KhorPanel DiscussantMr Ho KwonPanel Ping Discussant Panel Discussant Panel DiscussantMs Sharanjit Panel Leyl Discussant Ms Amy LuinstraPanel Discussant Senior MinisterMr of Bob TanExecutive Chairman,Ms Clara GohMs DeborahMs EvangelineMs Tomoko Mr HowardJournalist, ProducerMr Jagadish Senior CV OperationsMs Janet Ang State for HealthCo-Chair of TripartiteBanyan Tree Holdings,Asia Treasury France-Massin Chua Nishimoto Politini and Presenter CEO, SystemsOfficer on – Gender,Vice President, PANEL 1 PANEL Director, Bureau of Assistant Director- and ManpowerPanelAlliance 1: Understanding for FairPresident of WahDirector, Asia the challengesHead of Human President, FijiKeyBBC World themes NewsSilicon ManufacturingInternational FinanceSystems of and ProgressiveChang/Thai WahPacific Region,Employers’ and ActivitiesResources, CitiGeneral, and RegionalCommerce and Company (SSMC)Corporation Engagement & in attracting and retaining(ACT/EMP) female Director, ILO Regional EmploymentGroup Practices of Companies, Chairwoman of the Singapore Employers Federation,• Gender bias Smarter Cities, (TAFEP), and and Chairman,Women’s Board Leadership Office for Asiaand and General Manager IBM Asia Pacific talentChairman, in the Jurongof Trustees, Asia-Pacific SingaporeDevelopment region the Pacific of HR, Bank of South SPEAKERS Engineering ManagementLimited Committee, Pacific, Fiji • The leaking pipeline University UPS Singapore Participants • Retention of women

• Tools for the promotion of women

Guest-of-Honour Keynote Speaker International Labour International Labour Moderator Panel Discussant Organization Organization• Empowering men to take more family responsibility Dr Amy Khor Mr Ho Kwon Ping Ms Sharanjit Leyl Ms Amy Luinstra Senior Minister of Executive Chairman, Ms Deborah Ms Tomoko Journalist, Producer Senior Operations State for Health Banyan Tree Holdings, France-Massin Nishimoto and Presenter Officer – Gender, Director, Bureau of Assistant Director- and Manpower President of Wah BBC World News International Finance Chang/Thai Wah Employers’ Activities General, and Regional Corporation Panel DiscussantMs.Panel Jessica DiscussantPanel DiscussantGroupPanel Discussant of Companies,Ms.Panel Discussant (ACT/EMP)Panel DiscussantPanel DiscussantDirector,Panel Discussant ILO PanelRegional Discussant Panel DiscussantPanel DiscussantPanel Discussant Mr Bob TanTanMs JessicaMs Tan Clara GohMrand JohnChairman, GethinEvangelineMs Board Evangeline Ms Kate CarnellMr Howard MsOffice Marife for Asia MrB. Jagadishand Dr CV ShahidaMs Sajjad Janet AngMs Shinta Widjaja Co-Chair of TripartiteManaging Director,Asia Treasury -Jonesof Trustees, SingaporeChua CEO, AustralianPolitini Zamorathe Pacific CEO, Systems onBoard member,Vice President,Kamdani Alliance for FairManagingMicrosoft Director, Singapore,Director, Asia ManagingManagement Director,ChuaHead of HumanChamber of President, Fiji Chairperson,Silicon ManufacturingEmployers’ FederationSystems of CEO, Sintesa and ProgressiveMicrosoftand Member SingaporePacific of Region,NCSUniversity and Papua NewResources, CitiCommerce andCommerce andConvergys PhilippinesCompany (SSMC)of Pakistan, andEngagement Dean, &Group, Indonesia, Employment MemberPracticesParliament of Pariliament Chairwoman ofGuinea the HeadSingapore of Human Resources,Industry (ACCI)Employers Federation,Services Corporation Faculty of Education,Smarter Cities,Vice Chairwomen, (TAFEP), and Women’s Leadership Citi Singapore and General Manager(NYSE: CVG) Federal UrduIBM Asia PacificEmployers’ Chairman, Jurong Development of HR, Bank of South University of Arts Association of Engineering Limited Committee, Pacific,SPEAKERS Fiji Science & Technology Indonesia (APINDO) UPS Singapore

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT

Guest-of-Honour Keynote Speaker International Labour InternationalMr. LabourPanel Bob Discussant TanModerator Panel DiscussantMs.Panel Amy Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Organization Organization Dr Amy Khor Mr Ho Kwon Ping Mr Bob TanMs SharanjitMs Leyl Clara GohMs Amy LuinstraMs Evangeline Mr Howard Mr Jagadish CV Ms Janet Ang Co-Chair of the Tripartite Luinstra Senior Minister of Executive Chairman, Ms Deborah Ms Tomoko Co-Chair of TripartiteJournalist, ProducerAsia Treasury Senior OperationsChua Politini CEO, Systems on Vice President, France-Massin NishimotoAllianceAlliance for Fair for and Fair Director, Asia Head of Human President, Fiji Silicon Manufacturing Systems of State for Health Banyan Tree Holdings, and Presenter SeniorOfficer Operations – Gender, Officer President of Wah Director, Bureau of Assistant Director-Progressiveand Progressive EmploymentBBC World NewsPacific Region,International and FinanceResources, Citi Commerce and Company (SSMC) Engagement & and Manpower – Gender, International Chang/Thai Wah Employers’ Activities PanelGeneral, Discussant and PracticesRegionalEmployment (TAFEP); PanelChair, Practices Discussant Chairwoman Panel Corporationof the Discussant Singapore Panel DiscussantEmployers Federation,Panel Discussant Panel DiscussantSmarter Cities, Jurong Engineering Limited Finance Corporation Group of Companies, (ACT/EMP) MsDirector, Jessica ILO RegionalTan(TAFEP), and Mr John GethinWomen’s LeadershipMs Kate Carnell Ms Marife B.and General DrManager Shahida Sajjad Ms Shinta WidjajaIBM Asia Pacific and Chairman, Board ManagingOffice for Director, Asia Chairman, and Jurong-Jones DevelopmentCEO, Australian Zamora of HR, Bank ofBoard South member, Kamdani of Trustees, Singapore Microsoftthe Pacific Singapore,Engineering ManagingLimited Director,Committee, Chamber of Chairperson, Pacific, Fiji Employers’ Federation CEO, Sintesa Management and Member of NCS Papua NewUPS SingaporeCommerce and Convergys Philippines of Pakistan, and Dean, Group, Indonesia, University Parliament Guinea Industry (ACCI) Services Corporation Faculty of Education, Vice Chairwomen, 14 FOSTERING FEMALE TALENT IN THE WORKPLACE: (NYSE: CVG) Federal UrduAsia-Pacific Regional Employers’Conference on Women in business and management 15 University of Arts Association of Science & Technology Indonesia (APINDO)

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT

Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel DiscussantMs JessicaPanel Tan DiscussantMr John GethinPanel Discussant Ms Kate Carnell Ms Marife B. Dr Shahida Sajjad Ms Shinta Widjaja Mr Bob Tan Ms Clara Goh Ms Evangeline Mr Howard Managing Director,Mr Jagadish -Jones CV Ms Janet AngCEO, Australian Zamora Board member, Kamdani Co-Chair of Tripartite Asia Treasury Chua Politini Microsoft Singapore,CEO, Systems onManaging Director,Vice President,Chamber of Chairperson, Employers’ Federation CEO, Sintesa Alliance for Fair Director, Asia Head of Human President, Fiji and MemberSilicon of ManufacturingNCS Papua NewSystems of Commerce and Convergys Philippines of Pakistan, and Dean, Group, Indonesia, and Progressive Pacific Region, and Resources, Citi Commerce andParliament Company (SSMC)Guinea Engagement &Industry (ACCI) Services Corporation Faculty of Education, Vice Chairwomen, Employment Practices Chairwoman of the Singapore Employers Federation, Smarter Cities, (NYSE: CVG) Federal Urdu Employers’ (TAFEP), and Women’s Leadership and General Manager IBM Asia Pacific University of Arts Association of Chairman, Jurong Development of HR, Bank of South Science & Technology Indonesia (APINDO) Engineering Limited Committee, Pacific, Fiji UPS Singapore

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT Attracting and retaining women

The panel all stressed that it is more difficult to retain women throughout their careers than it is to attract them in the beginning, as women are often faced with choices in conflict with their employment, particularly to do with family. Amy Luinstra indicated that companies should look at their own data to understand how, when and why women are leaving as this differs from company to company. The solution should be broader than just women, for instance flexible work arrangements should apply to men and women. Policies, work arrangements and enabling technology should support the workforce, both women and men, to enable a better balance of work and family commitments. Given these changes, performance metrics also need to change. For example, in promoting flexible work arrangements, performance management should be based on deliverables rather than time spent in the office. The panel also discussed the gender wage gaps as a factor keeping women from returning to the workplace if they leave for family care reasons. There are explained and unexplained gaps, where bias largely accounts for the unexplained gaps. Amy Lunistra indicated that one manifestation of the gender wage gap may be a self-fulfilling prophecy as couples may elect the partner that earns more to stay in the workplace when family care obligations require that one partner leave the Statistics show that women and girls have made great strides across the globe in workforce. To avoid this self-fulfilling prophecy, it is important to review company education and training and are even surpassing men in academic performance, data to see if all employees are being paid equally for work of equal value. particularly in terms of tertiary education achievements. Trends show an increasing and significant proportion of women at middle management levels in many companies worldwide. Yet, in around 55 per cent of companies surveyed Quotas in the region by the ILO, women either represented 10 per cent or less of senior management or no women were appointed at senior management level. While Because it is important to have the best person for the job, the panel indicated change is taking place, the pace is slow resulting in low numbers of women in top that for the most part they are not supportive of quotas, while remembering leadership, leaving the glass ceiling intact. Moreover, inequalities exist at all levels that diversity of ideas and perspectives can add considerably to better overall in gender-segregated labour markets. Thus, panel one aimed at understanding outcomes. Evangeline Chua highlighted that it is more important to develop a the challenges in attracting and retaining female talent in the Asia-Pacific region. pipeline that leads to the highest levels of management and to exert conscious, deliberate effort and focus on keeping women in the pipeline. This extends not

16 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 17 only to gender diversity but also to the tendency to recruit within a narrow range, is also needed to help women who want or need to be able to take time out such as graduates of particular education institutions or who have specific training from the workplace, and want come back, to keep contact with the workforce. and management backgrounds. Amy Luinstra indicated that the context is also important; there are some country contexts that may require quotas in order to shift perceptions. Attitude change

To change attitudes, in the first place, businesses should ensure their policies Overcoming socio-behavioural norms support gender diversity and should then conduct training to confront biases. Unconscious bias may not be motivated by ill intent; therefore education and policy Evangeline Chua told how she was promoted into her current role, to illustrate that have an important role to play. Amy Luinstra pointed to the need for training on it is also important for women to self-nominate. Women often readily nominate unconscious bias in particular. Without awareness and effort to address the bias, themselves for new roles or higher positions. She stressed that women need to the status quo will simply be maintained. She also highlighted the case of Pacific be brave and confident in their capability even if they may not feel completely countries where extreme bias exists and the labour market participation of women is ready. The panel highlighted the role of mentoring by indicating that empowered very low, but where there is increasingly an economic imperative for women to join women need to bring other women along with them as they progress in their the workforce. Engaging the whole family on the issue of gender bias is important career. In particular, Jessica Tan noted the importance of networking. It is often to change attitudes and move beyond stereotypes. said that women do not have time for networking, but they need to make the time to build a strong professional network. Women need to be conscious of widening their networks to derive the greatest value from this asset. Work-life balance

To achieve work-life balance, Evangeline Chua recommended aligning one’s Conscious and unconscious biases choices with one’s priorities and the priorities of others. There is a degree of choice in balancing work and family, and one has to be able to choose to switch off Amy Luinstra highlighted the power of social norms by using the analogy of from work when necessary. Amy Luinstra indicated that paternity leave can help rowing a boat in against the current of societal expectations. Going against to achieve work-life balance, setting in motion patterns in a child’s early years that societal expectations can be very difficult; therefore, collective conversations help fathers to be and stay engaged. Jessica Tan indicated that the care of older can provide tremendous support for incremental changes that ultimately result people is also becoming increasingly important and family care leave needs to be in changed mindsets. The panel stressed that changing mindsets takes time. provided equally to women and men. Jessica Tan noted that women leave the workforce as a result of stereotyping; ultimately they feel they have to leave because of family responsibilities. Women often buy into these biases or are encouraged by family members, and they leave the workforce despite wanting to stay. She indicated that support

18 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 19 SPEAKERS

Guest-of-Honour Keynote Speaker International Labour International Labour Moderator Panel Discussant Organization Organization Dr Amy Khor Mr Ho Kwon Ping Ms Sharanjit Leyl Ms Amy Luinstra Senior Minister of Executive Chairman, Ms Deborah Ms Tomoko Journalist, Producer Senior Operations State for Health Banyan Tree Holdings, France-Massin Nishimoto and Presenter Officer – Gender, Director, Bureau of Assistant Director- and Manpower President of Wah BBC World News International Finance Chang/Thai Wah Employers’ Activities General, andPANEL 2 Regional Corporation Group of Companies, (ACT/EMP) Director, ILO Regional Keynote Speaker International Labour International Labour Moderator Panel Discussant Guest-of-Honour and Chairman, Board Office for Asia and Panel Discussant Panel DiscussantOrganization Panel DiscussantOrganization Panel Discussant Panel Discussant Panel Discussant Dr Amy Khor Mr Ho Kwon Ping Msof Trustees, Sharanjit Singapore Leyl Ms Amy Luinstra the Pacific Senior MinisterMr of Bob TanExecutive Chairman,Ms Clara GohMs DeborahMs EvangelineMs Tomoko Panel Mr Howard2: TheJournalist,Management business Producer Mr Jagadish andSenior CV economic OperationsMs Janet Ang State for HealthCo-Chair of TripartiteBanyan Tree Holdings,Asia Treasury France-Massin Chua Nishimoto Politini andUniversity Presenter CEO, SystemsOfficer on – Gender,Vice President, Director, Bureau of Assistant Director- and ManpowerAlliance for FairPresident of WahDirector, Asia Head of Human casePresident, for gender FijiBBC World diversityNewsSilicon ManufacturingInternational and FinanceSystems of Key messagesand for Progressive movingChang/Thai WahPacific Region,Employers’ and ActivitiesResources, CitiGeneral, and RegionalCommerce and Company (SSMC)Corporation Engagement & EmploymentGroup Practices of Companies, Chairwoman (ACT/EMP) of the Singapore Director,women’s ILO RegionalEmployers leadershipFederation, in the workplaceSmarter Cities, the agenda forward(TAFEP), and and Chairman,Women’s Board Leadership Office for Asiaand and General Manager IBM Asia Pacific Chairman, Jurongof Trustees, SingaporeDevelopment the Pacificin theof HR, Asia-Pacific Bank of South region Engineering ManagementLimited Committee, Pacific, Fiji • More needs to be done to retain womenUniversity in the workforce.UPS Singapore Participants • Flexible work arrangements should be made available to both men and women. Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant • Social norms are very powerful and collective conservations can be Mr Bob Tan Ms Clara Goh Ms Evangeline Mr Howard Mr Jagadish CV Ms Janet Ang useful in changing them, even in increments. Co-Chair of Tripartite Asia Treasury Chua Politini CEO, Systems on Vice President, Alliance for Fair Director, Asia Head of Human President, Fiji Silicon Manufacturing Systems of and Progressive Pacific Region, and Resources, Citi Commerce and Company (SSMC) Engagement & • Unconscious bias needs to be addressed to avoid perpetuating the Employment Practices Chairwoman of the Singapore Employers Federation, Smarter Cities, (TAFEP), and Women’s Leadership and General Manager IBM Asia Pacific status quo. Panel DiscussantPanel DiscussantPanel DiscussantPanel DiscussantPanel DiscussantPanel DiscussantPanel DiscussantPanel DiscussantPanel DiscussantPanel DiscussantPanel DiscussantPanel Discussant Chairman, JurongMs. MarifeDevelopment Ms. Janet Ang of HR, Bank of South Mr Bob Tan Ms JessicaMs Tan Clara GohMr John GethinMs Evangeline Ms Kate CarnellMrEngineering Howard LimitedZamora Ms Marife MrCommittee,B. Jagadish Dr CV ShahidaMs Sajjad Janet AngMs Shinta Pacific,Widjaja Fiji • Data can showCo-Chair what of TripartiteisManaging happening Director,Asia within Treasury a company -Jones in termsChua of CEO, AustralianPolitini Zamora CEO,UPS SingaporeSystems onBoard member,ViceVice President, President, SystemsKamdani of Engagement and Smarter Alliance for FairMicrosoft Singapore,Director, Asia Managing Director,Head of HumanChamber of President, FijiChair, Chairperson, Convergys, PhiSilicon lippines ManufacturingEmployers’ FederationSystems of CEO, Sintesa retaining women and the leaking pipeline. It is important to understand Cities, IBM Asia-Pacific region the gaps at anand individual Progressive companyand Member level.Pacific of Region,NCS and Papua NewResources, CitiCommerce andCommerce andConvergys PhilippinesCompany (SSMC)of Pakistan, andEngagement Dean, &Group, Indonesia, Employment PracticesParliament Chairwoman ofGuinea the Singapore Industry (ACCI)Employers Federation, Services Corporation Faculty of Education,Smarter Cities,Vice Chairwomen, (TAFEP), and Women’s Leadership and General Manager(NYSE: CVG) Federal Urdu IBM Asia PacificEmployers’ • Conscious Chairman, and deliberate Jurong effort Developmentshould be made to keep women of HR, Bank of South University of Arts Association of in the pipelineEngineering that leads Limited to senior managementCommittee, positions. Pacific, Fiji Science & Technology Indonesia (APINDO) UPS Singapore

• Different solutions are necessary in different contexts. While quotas may not serve the overall purpose of having the most3 | FOSTERINGtalented person FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT for the job, in some contexts where there is little support for gender diversity, quotas can be a starting point. Panel DiscussantMs. KellyPanel Discussant Ms.Panel Kate Discussant Panel Discussant Panel Discussant Panel Discussant Ms Jessica SofianTan Mr John Gethin CarnellMs Kate Carnell Ms Marife B. Dr Shahida Sajjad Ms Shinta Widjaja Managing Director, -Jones CEO, Australian Zamora Board member, Kamdani Microsoft Singapore,Senior Director QualityManaging and Director, CEO,Chamber Australian of Chamber Chairperson, Employers’ Federation CEO, Sintesa and Member Humanof Resources,NCS Systems Papua New ofCommerce Commerce and and Industry Convergys Philippines of Pakistan, and Dean, Group, Indonesia, Parliament on Silicon ManufacturingGuinea (ACCI)Industry (ACCI) Services Corporation Faculty of Education, Vice Chairwomen, Company (SSMC) (NYSE: CVG) Federal Urdu Employers’ Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant University of Arts Association of Ms Jessica Tan Mr John Gethin Ms Kate Carnell Ms Marife B. Dr Shahida Sajjad Ms Shinta Widjaja Science & Technology Indonesia (APINDO) Managing Director, -Jones CEO, Australian Zamora Board member, Kamdani Microsoft Singapore, Managing Director, Chamber of Chairperson, Employers’ Federation CEO, Sintesa and Member20 FOSTERING of FEMALE TALENTNCS IN THE Papua WORKPLACE: New Commerce and Convergys PhilippinesAsia-Pacific of Regional Pakistan, Conference and on Dean,Women in businessGroup, and management Indonesia, 21 Parliament Guinea Industry (ACCI) Services Corporation Faculty of Education, Vice Chairwomen, (NYSE: CVG) Federal3 | FOSTERING Urdu FEMALE TALENTEmployers’ IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT University of Arts Association of Science & Technology Indonesia (APINDO)

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT The business case

The panellists briefly discussed research indicating that more gender-diverse companies perform better. The research is particularly clear when it comes to women on boards. In addition, the increasing purchasing power of women means that incorporating the views of women into company decision-making leads to a better understanding of the marketplace. Better gender balance leads to a better bottom line. Kate Carnell emphasized the benefits of gender diversity for Key themes business success are sufficiently clear to assert that companies are not acting in the interests of shareholders if they are not focusing on gender diversity. • The link between gender diversity and company performance

• Women on boards Getting to diversity and encouraging women to step forward • Gender diversity as a company priority Gender-balanced interview panels play a strong role in ensuring gender diversity • Enabling environments including company and government policy as well as in the workplace, as highlighted by Janet Ang and Kate Carnell. The panel also mentoring, hiring and succession planning echoed the importance of having similar numbers of men and women shortlisted for job opportunities to assist human resources officers in thinking outside of the box and ensuring that both women and men are considered for positions. Janet Panel 2 discussed the business and economic case for gender diversity and women’s Ang said that targets and succession planning were important interventions, with leadership in the workplace in the Asia-Pacific region as a key to business success. policies and programmes in place to help achieve targets. There is an increasing amount of evidence on the business benefits of gender diversity, including increased access to skills and talent, greater understanding The point was raised that it is important for women to step forward, a point that was of a consumer market increasingly driven by women, increased innovation and also made by Panel 1. Janet Ang and Kate Carnell stressed that women should not creativity due to diverse inputs and thinking, and improved corporate governance. wait for optimal timing, that women should be willing to take on new responsibilities In addition, looking more broadly, demographic factors suggest that the increased even if those opportunities arise at inopportune times. They also stressed that labour market participation of women is necessary to sustain growth. In Japan no one ever feels completely ready but it is important for women to be willing and the Republic of Korea where rates of female labour force participation are to stretch beyond their comfort zone. Businesses should work with female low, women’s increased participation could substantially contribute to economic employees to prepare them for new responsibilities, and provide them with job growth. Future generations of young female leaders will continue to contribute to rotation or mentoring opportunities so they gain exposure throughout their careers. business success, fill skills gaps and contribute to a company’s competitive edge. Kate Carnell stressed that small and medium-sized enterprises (SMEs) often

22 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 23 encounter greater difficulties, as they may not have the same ability to implement certain policies to support women in their careers. Larger organizations as well as business representative bodies could take a more active role in knowledge sharing and supporting SMEs to promote gender diversity.

Highlighting country successes

Marife Zamora noted that there is no gender pay gap in the Philippines, a fairly egalitarian country with a longstanding history and/or culture of women in leadership and positions of authority. There is also an emphasis on extended family, meaning there is usually support available for child care, the care of older people and other domestic needs. The business process outsourcing (BPO) industry has also been key in getting women into the workplace. Night shift work often enables women to be present for their children at key times such as in the morning and evening (before and after school).

Kate Carnell stated that the participation of women in the workforce in Australia remains low compared to men. If Australia were to reduce by half the difference in participation between men and women, there could be a 26per They are now seen as leaders in this area, and have shown that they are prepared cent increase in gross domestic product (GDP). Access to affordable child care to ‘walk the walk’ and influence change. and effective tax rates are key to making it worthwhile for women to remain in the workplace. Therefore, policy settings need to be adjusted to achieve Within Singapore, Janet Ang, indicated the focus on tripartism in Singapore the desired outcomes. The Australian Human Rights Commission has involved has been effective in creating an environment that supports women to balance men in the process by creating a group called Male Champions of Change. family and career. Enacting flexible working arrangements, ensuring that there The group uses individual or collective leadership to elevate gender equality are programmes in place to support the advancement of women and creating as an issue of national and international social and economic importance. ambassadors of change are all part of creating an enabling environment for gender Men involved in the group are influential business figures that, through their equality. actions, ensure that gender diversity remains on the national business agenda. They support only those events where women are sufficiently represented, and they are also committed to promoting change within their own companies.

24 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 25 Progress through the pipeline

Kelly Sofian highlighted that supporting women to return to the workplace is also a Key messages for moving key aspect of achieving gender equality. When women need to take time out, they are more likely to have the confidence to come back after a prolonged absence if the agenda forward they maintain labour force connections or have keep up-to-date in their field. The panel also pointed to the need for milestones and reporting to ensure that women • The business case is clear: gender diversity should now be part progress through the pipeline leading to the highest levels of management. Kate and parcel of business objectives. Speaking about gender diversity Carnell suggested that businesses make gender diversity a standard reporting ultimately amounts to a discussion about better business performance. item on meeting agendas, similar to health and safety. • Incorporating women’s voices into decision-making leads to a better understanding of the marketplace.

• Governmental support structures are required to help businesses achieve the objectives of gender equality.

• Gender diversity needs to be measured and targets need to be set. This ensures changes are made beginning with the recruitment level and requires careful succession planning.

• Men are key to driving the agenda forward while women need to step forward and take on new responsibilities.

• In the case of SMEs, additional support from larger companies and business organizations would help them understand the business case for gender diversity

26 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 27 SPEAKERS SPEAKERS SPEAKERS

Guest-of-Honour Keynote Speaker International Labour InternationalGuest-of-Honour Labour ModeratorKeynote Speaker PanelInternationalGuest-of-Honour Discussant Labour InternationalKeynote Speaker Labour ModeratorInternational Labour PanelInternational Discussant Labour Moderator Panel Discussant Organization Organization Organization Organization Organization Organization Dr Amy Khor Mr Ho Kwon Ping Dr Amy Khor MsMr Sharanjit Ho Kwon LeylPing MsDr AmyAmy LuinstraKhor Mr Ho Kwon Ping Ms Sharanjit Leyl Ms Amy Luinstra Ms Sharanjit Leyl Ms Amy Luinstra Senior Minister of Executive Chairman, Ms Deborah MsSenior Tomoko Minister of Journalist,Executive ProducerChairman, SeniorMsSenior Deborah Operations Minister of MsExecutive Tomoko Chairman, Journalist,Ms Deborah Producer SeniorMs Tomoko Operations Journalist, Producer Senior Operations State for Health Banyan Tree Holdings, France-Massin NishimotoState for Health andBanyan Presenter Tree Holdings, OfficerFrance-MassinState for – HealthGender, NishimotoBanyan Tree Holdings, andFrance-Massin Presenter OfficerNishimoto – Gender, and Presenter Officer – Gender, Director, Bureau of Assistant Director- Director, Bureau of Assistant Director- Director, Bureau of Assistant Director- and Manpower President of Wah and Manpower BBCPresident World ofNews Wah Internationaland Manpower Finance President of Wah BBC World News International Finance BBC World News International Finance Chang/Thai Wah Employers’ Activities General, and Regional Chang/Thai Wah CorporationEmployers’ Activities General,Chang/Thai and Wah Regional Employers’ Activities CorporationGeneral, and Regional Corporation Group of Companies, (ACT/EMP) Director, ILO Regional Group of Companies, (ACT/EMP) Director,Group of ILOCompanies, Regional (ACT/EMP) Director, ILO Regional and Chairman, Board Office for Asia and and Chairman, Board Officeand Chairman, for Asia Board and Office for Asia and of Trustees, Singapore the Pacific of Trustees, Singapore theof Trustees, Pacific Singapore the Pacific Management Management Management University University University

Panel Discussant Panel Discussant Panel Discussant PanelPanel Discussant Discussant PanelPanel Discussant Discussant PanelPanel Discussant Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Panel Discussant Mr Bob Tan Ms Clara Goh Ms Evangeline MrMr Howard Bob Tan MrMs Jagadish Clara Goh CV MsMsMr Janet BobEvangeline Tan Ang MrMs HowardClara Goh MrMs JagadishEvangeline CV MsMr HowardJanet Ang Mr Jagadish CV Ms Janet Ang Co-Chair of Tripartite Asia Treasury Chua PolitiniCo-Chair of Tripartite CEO,Asia SystemsTreasury on ViceChuaCo-Chair President, of Tripartite PolitiniAsia Treasury CEO,Chua Systems on VicePolitini President, CEO, Systems on Vice President, Alliance for Fair Director, Asia Head of Human President,Alliance for Fiji Fair SiliconDirector, Manufacturing Asia 3 PANEL PanelSystemsHeadAlliance of of Human for3: Fair Presenting President,Director, solutionsAsia Fiji SiliconHeadin of Manufacturing Human SystemsPresident, of Fiji Silicon Manufacturing Systems of and Progressive Pacific Region, and Resources, Citi Commerceand Progressive and CompanyPacific Region, (SSMC) and EngagementResources,and Progressive Citi & CommercePacific Region, and and CompanyResources, (SSMC) Citi EngagementCommerce and & Company (SSMC) Engagement & Employment Practices Chairwoman of the Singapore EmployersEmployment Federation, Practices Chairwoman of the levelingSmarterSingaporeEmployment Cities, Practices the playing EmployersChairwoman field Federation, of the for Singaporewomen SmarterEmployers Cities, Federation, Smarter Cities, (TAFEP), and Women’s Leadership and(TAFEP), General and Manager Women’s Leadership IBM(TAFEP), Asia Pacificand andWomen’s General Leadership Manager IBMand AsiaGeneral Pacific Manager IBM Asia Pacific SPEAKERS Chairman, Jurong Development ofChairman, HR, Bank Jurongof South Development andChairman, men Jurong in the ofDevelopmentAsia-Pacific HR, Bank of South region SPEAKERS of HR, Bank of South Engineering Limited Committee, Pacific,Engineering Fiji Limited Committee, Engineering Limited Pacific,Committee, Fiji Pacific, Fiji UPS Singapore UPS Singapore UPS Singapore Participants

Guest-of-Honour Keynote Speaker International Labour InternationalGuest-of-Honour Labour ModeratorKeynote Speaker PanelInternational Discussant Labour International Labour Moderator Panel Discussant Organization Organization Organization Organization Dr Amy Khor Mr Ho Kwon Ping Dr Amy Khor MsMr Sharanjit Ho Kwon LeylPing Ms Amy Luinstra Ms Sharanjit Leyl Ms Amy Luinstra Executive Chairman, Ms Deborah MsSenior Tomoko Minister of Journalist,Executive ProducerChairman, SeniorMs Deborah Operations Ms Tomoko Journalist, Producer Senior Operations Senior Minister of France-Massin Nishimoto State for Health Banyan Tree Holdings, France-Massin NishimotoState for Health andBanyan Presenter Tree Holdings, Officer – Gender, and Presenter Officer – Gender, Director, Bureau of Assistant Director- President of Wah Director, Bureau of Assistant Director- BBC World News International Finance and Manpower President of Wah and Manpower BBC World News International Finance Chang/Thai Wah Employers’ Activities General, and Regional Chang/Thai Wah CorporationEmployers’ Activities General, and Regional Corporation Panel Discussant Panel Discussant Panel Discussant PanelGroupPanel Discussant Discussantof Companies, Panel(ACT/EMP)Panel Discussant Discussant MsPanelDirector,Panel Shinta Discussant Discussant ILO Regional MrPanelGroup John Discussant of Companies, DrPanel(ACT/EMP) Shahida Discussant PanelDirector, Discussant ILO Regional Panel Discussant Panel Discussant Ms Jessica Tan Mr John Gethin Ms Kate Carnell MsandMs Marife Chairman,Jessica B. Tan Board DrMr Shahida John Gethin Sajjad WidjajaMsOfficeMs Shinta KateJessica for Carnell AsiaWidjaja Tan and Gethin-JonesMsMrand John MarifeChairman, Gethin B. Board SajjadDrMs ShahidaKate Carnell Sajjad MsOffice ShintaMarife for AsiaWidjajaB. and Dr Shahida Sajjad Ms Shinta Widjaja Managing Director, CEO, Australian ofManaging Trustees, Director, Singapore Board member, theCEO,Managing Pacific Australian Director, of Trustees, Singapore BoardCEO, Australian member, the Pacific Board member, -Jones Zamora -Jones Kamdani Zamora-Jones Board Member, Employers’ KamdaniZamora Kamdani Management Kamdani ManagingManagement Director, NCS Microsoft Singapore, Managing Director, Chamber of Chairperson,Microsoft Singapore, Employers’Managing Director,Federation CEO,ChamberMicrosoft Sintesa of Singapore, Chairperson,Managing Director, FederationEmployers’Chamber of ofPakistan, Federation and CEO,Chairperson, Sintesa Employers’ Federation CEO, Sintesa University CEO Sintesa Group; PapuaUniversity New Guinea and Member of NCS Papua New Commerce and Convergysand Member Philippines of ofNCS Pakistan, Papua andNew Dean, Group,Commerceand Member Indonesia, and of ConvergysNCS Papua PhilippinesNew Dean,ofCommerce Pakistan, Faculty of and Education,and Dean, Group,Convergys Indonesia, Philippines of Pakistan, and Dean, Group, Indonesia, Vice Chair, Employers’ Parliament Guinea Industry (ACCI) ServicesParliament Corporation FacultyGuinea of Education, ViceIndustryParliament Chairwomen, (ACCI) ServicesGuinea Corporation FederalFacultyIndustry Urdu of (ACCI)University Education, of ViceServices Chairwomen, Corporation Faculty of Education, Vice Chairwomen, Association of Indonesia (NYSE: CVG) Federal Urdu Employers’ (NYSE: CVG) ArtsFederal Science Urdu and Technology Employers’(NYSE: CVG) Federal Urdu Employers’ University of Arts Association of University of Arts Association of University of Arts Association of Science & Technology Indonesia (APINDO) Science & Technology Indonesia (APINDO)Key themesScience & Technology Indonesia (APINDO)

• The role of education

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS 3AND | FOSTERING MANAGEMENT FEMALE TALENT IN THE WORKFORCE:3 | FOSTERING WOMEN IN BUSINESSFEMALE TALENT AND MANAGEMENT IN THE WORKFORCE: WOMEN IN BUSINESS• The applicability AND MANAGEMENT of quotas

• Role of employers’ organizations Panel Discussant Panel Discussant Panel Discussant MrPanelPanel Howard Discussant Discussant MsPanelPanel Clara Discussant Discussant Goh PanelPanel Discussant Discussant Panel Discussant Panel Discussant Panel Discussant Mr Bob Tan Ms Clara Goh Ms Evangeline MrMr Howard Bob Tan MrMs Jagadish Clara Goh CV MsMs Janet Evangeline Ang Mr Howard Mr Jagadish CV Ms Janet Ang Politini Asia Treasury Director, • Public policy Co-Chair of Tripartite Asia Treasury Chua President,PolitiniCo-Chair Fiji Commerce of Tripartite CEO,Asia SystemsTreasury on ViceChua President, Politini CEO, Systems on Vice President, Asia Pacific Region; Chair, Alliance for Fair Director, Asia Head of Human andPresident,Alliance Employers for Federation; Fiji Fair SiliconDirector, Manufacturing Asia SystemsHead of ofHuman President, Fiji Silicon Manufacturing Systems of Women’s Leadership and Progressive Pacific Region, and Resources, Citi GeneralCommerceand ManagerProgressive and CompanyPacific Region, (SSMC) and EngagementResources, Citi & Commerce and Company (SSMC) Engagement & Development Committee, Employment Practices Chairwoman of the Singapore Microfinance,EmployersEmployment Government Federation, Practices Chairwoman of the SmarterSingapore Cities, Employers Federation, Smarter Cities, UPS Singapore (TAFEP), and Women’s Leadership andand(TAFEP), Community General and Relations, Manager Women’s Leadership IBM Asia Pacific and General Manager IBM Asia Pacific Chairman, Jurong Development BankofChairman, ofHR, the Bank South Jurong ofPacific, South Fiji Development of HR, Bank of South Engineering Limited Committee, Pacific, Fiji Engineering Limited Committee, Pacific, Fiji UPS Singapore UPS Singapore

28 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 29

Panel Discussant Panel Discussant Panel Discussant PanelPanel Discussant Discussant PanelPanel Discussant Discussant PanelPanel Discussant Discussant Panel Discussant Panel Discussant Panel Discussant Ms Jessica Tan Mr John Gethin Ms Kate Carnell MsMs Marife Jessica B. Tan DrMr Shahida John Gethin Sajjad MsMs Shinta Kate Carnell Widjaja Ms Marife B. Dr Shahida Sajjad Ms Shinta Widjaja Managing Director, -Jones CEO, Australian ZamoraManaging Director, Board-Jones member, KamdaniCEO, Australian Zamora Board member, Kamdani Microsoft Singapore, Managing Director, Chamber of Chairperson,Microsoft Singapore, Employers’Managing Director,Federation CEO,Chamber Sintesa of Chairperson, Employers’ Federation CEO, Sintesa and Member of NCS Papua New Commerce and Convergysand Member Philippines of ofNCS Pakistan, Papua andNew Dean, Group,Commerce Indonesia, and Convergys Philippines of Pakistan, and Dean, Group, Indonesia, Parliament Guinea Industry (ACCI) ServicesParliament Corporation FacultyGuinea of Education, ViceIndustry Chairwomen, (ACCI) Services Corporation Faculty of Education, Vice Chairwomen, (NYSE: CVG) Federal Urdu Employers’ (NYSE: CVG) Federal Urdu Employers’ University of Arts Association of University of Arts Association of Science & Technology Indonesia (APINDO) Science & Technology Indonesia (APINDO)

3 | FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND3 | FOSTERING MANAGEMENT FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT to expand their professional networks. Both Shahida Sajjad and Howard Politini indicated that their national employers’ organizations assist women business owners through women entrepreneurs’ councils that work to keep gender diversity on the national business agenda.

Where to begin and fundamental Today women are still under-represented in senior and executive management changes necessary to build momentum positions. Despite some progress, women are often concentrated at junior levels or in specific occupations and find it difficult to break through glass ceilings and Shahida Sajjad highlighted the case of Pakistan, where gender stereotyping is walls. Companies are realizing the benefits of promoting women in business and ingrained in society. The first step should be to change mindsets. She spoke about management but the pace of change remains slow. Many companies face skills the fundamental role of education in changing perceptions that would ultimately shortages that could be overcome if female talent was not underutilized. There lead to tangible change. A clear message from the panellists was that senior are a number of things that companies can do to change perceptions, promote leaders should ‘walk the walk’ and make an open commitment to gender diversity women and achieve gender diversity. These include addressing systemic barriers and female empowerment. Shinta Widjaja Kamdani described her experience to women’s advancement to leadership positions such as the lack of flexible taking over a company with a corporate culture previously dominated by men. work solutions and the lack of female role models, gender bias in hiring, gender Creating communication channels enabled greater education of male employees pay gaps, and the equal distribution of family responsibilities between men and on gender diversity, and also enabled the company to learn that, contrary to women. Ultimately, changes are necessary to correct imbalances and create a new stereotypes, male employees welcome opportunities to be more involved in way forward. Panel 3 focused on presenting solutions in leveling the playing field family life if flexible arrangements are provided. for women and men in the Asia-Pacific region. On the topic of quotas as a solution to gender diversity, Howard Politini cautioned that there needs to be a starting point. Quota that represents a minimum Solutions standard and become a measured outcome have a role to play, but changes need to extend beyond quotas. Ultimately he stressed that structure, strategy Howard Politini recommended starting by looking at the context and understanding and targets are important aspects to have in place. Shahida Sajjad indicated that the environment in which the company operates. Different measures are quotas for the private sector in Pakistan might also be helpful in prompting and necessary depending on the environment. Clara Goh noted that the culture at encouraging wider societal change and acceptance of women in the workplace. UPS rewards transparency in performance measurement and hiring. UPS Business However, John Gethin-Jones added that instead of quotas, aspirational Resource Groups serve as extensions of the company’s Diversity and Inclusion targets set by companies themselves are important for promoting change. strategy and include a dedicated initiative on Women’s Leadership Development. They also offer training and skills development, and opportunities for employees

30 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 31 Some of the panellists picked up on a point raised by Panel 2 and reiterated that oftentimes multinational companies are able to champion gender diversity but SMEs may lack resources, flexibility or knowledge of best practice. Therefore, employers’ organizations or coalitions should transfer knowledge and model best Key messages for moving practice for national companies and SMEs. Shinta Widjaja Kamdani indicated that the agenda forward she had founded an angel investment network to support women entrepreneurs and Howard Politini noted to the increasingly active role of the Fiji Commerce and Employers’ Federation’s Women Entrepreneurs Business Council in supporting • Education is a key in tackling gender stereotypes and preparing women entrepreneurs. women for the workplace.

• Knowledge sharing and transference from larger companies to smaller businesses can be an important tool to accelerate change. The role of government • There needs to be a starting point which could come in the form of Conducive regulations are an important part of scaling up change. Shinta Widjaja a minimum standard or an aspirational target. Kamdani stated that in some Asian countries, a women entrepreneurs need their husband’s signature in order to apply for financing. Thus, in some contexts, • Targets need to be set and measured to ensure progress. regulations do not support women in business and management. She went on to stress that the private sector and employers’ organizations need to work with • While government policy and regulatory environments are important, governments to ensure that reforming discriminatory regulations is a priority and the private sector should proactively work to establish policies and to provide them with the solutions. John Gethin-Jones indicated that government practices at the organizational level. cooperation is important, but that the private sector should not be reactive to government action. In some countries legislation changes infrequently and, therefore, the commercial world needs to take the lead. He indicated that a key intervention on the part of companies is to support women that are promoted to more senior positions and to ensure that policies within the organization are aligned in order to avoid barriers women’s leadership and foster gender diversity.

32 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 33 Conclusion Overall, the conference pointed out that while much progress has been made Deborah France-Massin closed the conference by thanking the Singapore National there is still a need for continued effort to promote change. These efforts should Employers Federation for partnering with the ILO and for their work in making the include addressing unconscious bias, focusing on female talent retention conference a success. She thanked the panelists for their important contribution to prevent leaks, enabling better work life integration by extending flexible and noted that there were a variety of perspectives communicated throughout the work arrangements to both women and men, taking company and country day with a key message being that gender diversity in the workplace is ultimately contexts into account, and ensuring company action while promoting regulatory a good business practice that delivers better business results. Given the war for and policy change. Given that women’s participation in the labour market is talent and the changes in the world of work it is becoming increasingly important imperative for economic success companies and countries should capitalize on to look at gender diversity. Deborah France-Massin indicated that ACT/EMP would the momentum gained and accelerate the rate of change. continue to work with employers’ organizations from the region to learn more about and disseminate best practice, engage more on the topic of gender equality and to transfer the messages from today’s conference beyond multinational companies to SMEs. The discussion and key messages from the conference will help to take gender diversity forward and scale up change.

34 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 35 Agenda ANNEX 1 FOSTERING FEMALE TALENT IN THE WORKFORCE: WOMEN IN BUSINESS AND MANAGEMENT ILO Asia-Pacific Regional Conference, 3 July 2015 Atrium Ballroom, Holiday Inn Singapore Atrium

08.30-09.15 11.00-12.30 (90mins) Engagement & Smarter Cities, IBM Asia Pacific 16:45-17:00 (15mins) 4. Ms Kelly Sofian, Senior Director Quality Arrival and registration and Human Resources, Systems on Silicon Panel 1 Title: Understanding the Closing address: Manufacturing Company (SSMC) challenges in attracting and retaining Ms Deborah France-Massin (United Moderator: Ms Sharanjit Leyl 09.15-09.30 (15mins) female talent in Asia-Pacific. Kingdom) Panel discussants: Director, Bureau of Employers’ Activities Guest-of-Honour: Dr Amy Khor 1. Ms Jessica Tan, Managing Director, 15.00-15.30 BREAK (ACT/EMP), International Labour Senior Minister of State, Microsoft Singapore, and Member of Organization Ministry of Health, Ministry of Manpower, Parliament 2. Ms Evangeline Chua, Head of 15.30-16.45 (75mins) and Deputy Government Whip Human Resources, Citi Singapore 3. Mr Bob Tan, Co-Chair of Tripartite Alliance Panel 3 Title: Presenting solutions in 09.30-10.00 (30mins) for Fair and Progressive Employment leveling the playing field for women and Practices (TAFEP), and Chairman, Jurong men in the Asia-Pacific region. Engineering Limited 4. Ms Amy Luinstra, Key-note speaker: Mr Ho Kwon Ping Panel discussants: Senior Operations Officer – Gender, Executive Chairman, Banyan Tree Holdings, 1. Ms Shinta Widjaja Kamdani, CEO, Sintesa International Finance Corporation President of Wah Chang/Thai Wah Group Group, and Vice Chairwoman, Employers’ Moderator: Ms Sharanjit Leyl of Companies, and Chairman, Board of Association of Indonesia (APINDO) Trustees, Singapore Management University 2. Mr John Gethin-Jones, Managing Director, 12:30-13:30 LUNCH NCS Papua New Guinea. 10.00-10.30 (30mins) 3. Dr Shahida Sajjad, Board Member, 13.30-15.00 (90mins) Employers’ Federation of Pakistan, and Key trends for women in business and Dean, Faculty of Education, Federal Urdu University of Arts Science & Technology management in Asia-Pacific and globally Panel 2 Title: The business and economic 4. Ms Clara Goh, Asia Treasury Director, Ms Deborah France-Massin (United case for gender diversity and women’s Asia Pacific Region, and Chairwoman of Kingdom) Director, Bureau for Employers’ leadership in the workplace in Asia-Pacific. the Women’s Leadership Development Activities (ACT/EMP), International Labour Panel discussants: Committee, UPS Singapore. 5. Mr Howard Organization 1. Ms Marife Zamora, Chairperson, Politini, President, Fiji Commerce and Convergys Philippines Services Corporation Employers Federation, and General 2. Ms Kate Carnell, CEO, Australian Chamber Manager of HR, Bank of South Pacific, Fiji. 10.30-11.00 BREAK of Commerce and Industry (ACCI) Moderator: Ms Sharanjit Leyl 3. Ms Janet Ang, Vice President, Systems of

36 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 37 ANNEX 2 Polling the audience 4. For every dollar a women earns in a. Quotas set by government. Singapore a man earns… b. Corporate governance code with explicit At the beginning of panel one and panel three a series of questions were asked mention of gender diversity. a. US$1 c. Disclosure requirements by stock of the audience. The audience voted via an online system called Pigeonhole. b. $1.20 exchanges. Some of the questions referred specifically to the Singaporean context, others c. $ 1.56 (Correct answer) d. Private sector commitments to voluntary to Asia-Pacific and some questions were repeated from the London Conference d. $ 2.13 women in board targets. Reflecting global change: Women in business and management in order to compare the results. The answers submitted by the participants Figures 3 and 4 depict the answer submitted in the conference are depicted in figure 2. by the audience in London and in Singapore.

Panel 1: Challenges 3. What percentage of women are part of the workforce in Singapore? Figure 2. Gender pay gap - Figure 3. Measures - 1. The gender wage gap can be explained by: Singapore answer breakdown The answers submitted by the participants London answers breakdown in the conference are depicted in figure 1. a. Perceptions that women only earn second household incomes. 14.2% 2.8% 22.86% 8.57% a. 45 % b. Job segregation (for example, women b. 55 % predominantly in communications, men c. 65 % (Correct answer) 31.1% 51.9% 25.71% 42.86% predominantly in business). d. 75 % c. Both (Correct answer). d. Neither. 51.9% of Singaporeans think $1.56. Figure 1. Workforce - 42.86% of Londoners think corporate 50 per cent of respondents in London 31.10% of Singaporeans think $1.20%. governance code with explicit mention Singapore answer breakdown of gender diversity. answered “both” and a further 29 per 41.20% of Singaporeans think $2.13. 25.71% of Londoners think private sector cent believed it was job segregation. In 2.8% of Singaporeans think $1. commitments to voluntary women in board Singapore 75.9 per cent of the audience targets . 21.2% 3% answered “both.” 22.86% of Londoners think quotas set by Panel 3: Solutions government. 2. All criteria being equal, the highest 33.3% 42.4% 8.57% of Londoners think disclosure requirements by stock exchange. salaries are given to: Participants in the conference were invited a. Men without children. to answer the questions given below. 42.4% of Singaporeans think 45%. b. Women without children. 33.3% of Singaporeans think 55%. c. Men with children (Correct answer). 1. What measures do you think have been or 21.2% of Singaporeans think 65%. d. Women with children. will be successful in Asia-Pacific to promote 3% of Singaporeans think 75%. women’s representation?

In both Singapore and London majority of respondents answer this question correctly.

38 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 39 Figure 4. Measures - 52.27 % of Londoners think being able to 4. What percentage of companies in Singapore answers breakdown change the hours of your working day. Singapore have only male boards? 27.27% of Londoners think being able to work from home. a. 30 % b. 55 % (Correct answer) 17.4% 8.7% 13.64% of Londoners think being able to c. 26 % take time of whenever you want to. d. 35 % 6.82% of Londoners think being able to work five days in four. The answers submitted by the participants in the 21.7% 52.2% conference are depicted in figure 7.

Figure 6. Flexible working arrangements - Singapore answers breakdown Figure 7. Board composition - 52.2% of Singaporeans think corporate governance code with explicit mention Singapore answer breakdown of gender diversity. 30.40% 1.80% 21.7% of Singaporeans think private sector commitments to voluntary women in board targets . 16% 4% 30.40% 37.50$ 17.4% of Singaporeans think quotas set by government. 8.7% of Singaporeans think disclosure 20% 60% requirements by stock exchange. 37.50 % of Singaporeans think being able to change the hours of your working day.

2. What does flexible working mean to you? 30.40% of Singaporeans think being able 60% of Singaporeans think 55%. to work from home. 20% of Singaporeans think 35%. 30.40% of Singaporeans think being able a. Being able to work from home. 16% of Singaporeans think 26%. b. Being able to change the hours of your to take time of whenever you want to. 4% of Singaporeans think 30%. working day. 1.80% of Singaporeans think being able to c. Being able to work five days in four. work five days in four. d. Being able to take time off whenever you want to.

Figures 5 and 6 depict the answer submitted by 3. Asia and the Pacific is one of the regions the audience in London and in Singapore. were women as employers is growing

a. True (Correct answer) Figure 5. Flexible working arrangements - b. False London answers breakdown Some 90 per cent of the audience answered this question correctly.

13.64% 6.82%

27.27% 52.27%

40 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 41 ANNEX 2 Factsheet - SIDE A

TOP 10 MEASURES FOR COMPANIES TO PROMOTE WOMEN IN MANAGEMENT CONTACT US As identified in the ILO company survey For further information please see: • Assigning women managers visible and challenging tasks • Exposing women to all company operations and functions Women in business and management: Gaining • Mentoring scheme momentum in Asia and the Pacific • Top level management support for a gender equality strategy ISBN: 9789221298991 • Executive training for women • Recognition and support for women • Making corporate culture more inclusive of both Bureau For Employers’ Activities (ACT/EMP) Women in business and management: women and men International Labour Office • Awareness training for senior managers on the business Route des Morillons 4 GAINING MOMENTUM case for more women in management • Setting of targets and tracking progress CH-1211 Geneva 22 IN ASIA AND THE • Flexible working arrangements (time and place) Switzerland Tel.: +41 (0) 22 799 61 11 PACIFIC [email protected] www.ilo.org/actemp TOP 10 STRATEGIES FOR BUSINESS MEMBERSHIP ORGANIZATIONS TO ADVANCE WOMEN IN ILO Regional Office for Asia and the Pacific BUSINESS AND MANAGEMENT United Nations Building, 11th Floor As identified in the ILO company survey Rajdamnern Nok Avenue • Conduct more research to collect statistical data on Bangkok 10200, Thailand the number of women at various management levels to help build the business case Tel:. +66 2 288 1234 • Build capacity of employers’ organizations on fostering Fax:. +66 2 288 1735 women’s talent Email: [email protected] • Provide awareness raising at executive levels of employers’ organizations and members www.ilo.org/asia • Training and development of member organizations and assistance on policy and measures • Give advice to members on career planning schemes to tap into women’s talent • Engage in coaching, training, mentoring, capacity building to foster women’s talent and ensure their effective participation in decision making ASIA-PACIFIC REGIONAL FACT SHEET • Reward or recognize best practices on gender diversity (through tripartite dialogue) • Encourage dialogue between organizations to share best practices and seek commitment of organizations. • An internal assessment and identification of good practices of staff and members of employers’ organizations on gender issues in order to promote successful business managerial women as case studies and role models • Develop policy documents as well as practical tools for implementation

42 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 43 Factsheet - SIDE B

FACT 1: PARTICIPATION OF WOMEN IN FACT 4: THE HIGHER THE MANAGEMENT FACT 7: GLOBALLY GENDER PAY GAPS ARE THE LABOUR MARKET WILL BE NEEDED TO LEVEL, THE LOWER THE SHARE OF WOMEN STILL A REALTIY SUSTAIN ECONOMIC GROWTH

• Asia Pacific as a region is developing rapidly, with multiple The gender pay gap measures the difference between male countries considered as emerging markets resulting in increased and female earnings as a percentage of male earnings. demand for more talent. Educational levels, qualifications, work experience, • Yet, labour force growth is forecasted as negative or almost no occupational category and hours worked account for the • The pipeline is leaking - there is a decline in the number of growth for China, Japan, the Republic of Korea and Thailand; “explained” part but the “unexplained” is attributed to women from lower to upper levels in the organization moreover, ASEAN region as a whole is experiencing lower birth discrimination – conscious or unconscious. • 59 per cent of respondent companies had less than 30 per rates which will inevitably result in a shrinking workforce. cent of junior managers as women • Labour force participation rates for women in the Asia-Pacific • At middle management, 32 per cent of companies report than Country Percentage of Pay Gap region remain below that of men. Without a doubt, increasing 10 per cent or less of their managers at this level were the talent base of women will contribute to economic growth women and development. India • 55 per cent of companies surveyed women represented 10 33 • Japan’s labour force is predicted to shrink by 15 per cent per cent of less of senior manager or no women were between 2010 and 2030 and it has one of the lowest female Korea, Rep. of appointed at senior level 32 labour participation rate among OECD member countries. • In the public sector Mongolia, New Zealand and the New Zealand Philippines are among the 22 countries in the world where 40 31 WOMEN IN THE ASIA-PACIFIC per cent of more of their legislators, senior officials and FACT 2: Japan REGION REPRESENT AN INCREASING managers are women 29 NUMBER OF BUSINESS OWNERS FACT 5: GLASS WALLS WITHIN Hong Kong, China 29 HIERARCHICAL STRUCTURES PRODUCE Maldives DIFFERENT CAREER PATHS FOR MEN AND 29 WOMEN Indonesia 22 Women tend to be concentrated Sri Lanka The percentage of women employers increased in 17 in managerial functions such as 18 out of 21 Asia-Pacific countries in the past 15 years human resources, public relations and communications, Macau, China 17 finance and administration, and sales and operations preventing Mongolia them from getting the breadth of 15 Women represent 26 per Women represent 32 per management experience Singapore cent of all employers in cent of all self-employed necessary to move up the ladder 11 Asia-Pacific in Asia and the Pacific Viet Nam FACT 6: THERE IS GROWING GENDER 10 FACT 3: THE GLASS CEILING IS STILL PARITY IN TERMS OF EDUCATIONAL Thailand 4 INTACT AND WOMEN ARE UNDER- ATTAINMENT Malaysia REPRESENTED IN EXECUTIVE AND BOARD 4 LEVEL POSITIONS Women outnumbered men in Philippines tertiary enrolments in 13 out of 0 30 countries in Asia and the Pacific for which data were Copyright © 2015 International Labuor Organization available in recent years. China, New Zealand and Viet Nam are the only countries in the Asia-Pacific region to have more than 5 per cent publicly Overall, the percentage of All rights reserved. No part of this publication may be listed companies that have women CEOs. women graduates tends to be AT THE CURRENT RATE, IT reproduced, distributed, or transmitted in any form or by higher than the percentage of any means, including photocopying, recording, or other Of Asia-Pacific respondents to the ILO company survey, men graduates in more countries IS ESTIMATED, GLOBALLY 26 per cent had all male boards while 65 per cent had in all areas except for sciences, IT WILL TAKE 70 YEARS TO electronic or mechanical methods, without the prior written less than 30 per cent women engineering, manufacturing, permission of the publisher, except in the case of brief construction and agriculture BRIDGE THE GAP. (non-traditional areas of study for quotations embodied in critical reviews and certain other What is gender balance? Gender balance or gender parity is usually women). noncommercial uses permitted by copyright law. defined as 40 to 60 per cent of either sex

44 FOSTERING FEMALE TALENT IN THE WORKPLACE: Asia-Pacific Regional Conference on Women in business and management 45 Fostering Female Talent in the Workforce: Women in Business and Management

Bureau for Employers’ Activities (ACT/EMP) ILO Regional Office for Asia and Pacific International Labour Office United Nations Building, 11th Floor Route des Morillons 4 Rajdamnern Nok Avenue CH-1211 Geneva 2, Switzerland Bangkok 10200, Thailand

Tel: +41 (0) 22 799 6111 Tel: +66 2 288 1234 / Fax: +662 288 1735 [email protected] [email protected] www.ilo.org/actemp www.ilo.org/asia