GENDER EQUALITY: COMMENTARY FROM OUR MEMBERS

― We asked our member companies to share their progress and perspectives during International Women’s Month

This Women’s History Month encourages reflection on the ongoing efforts towards equality, diversity, and inclusion (EDI) led by women in the past and present. So, does this suggest that the EDI work has been done? Awarding gaps between racialised, disabled and working class students and those who are white, middle-class and non-disabled, the low number of professors who represent black and global majority backgrounds, disability or LGBTQ+ identities and precarious work contracts tell a different story. They rather speak of continuing institutional sexism, racism, heterosexualism, classism and sexism within Higher Education. The sector has come so far, but more is needed to create an inclusive, diverse and equitable HE sector. Royal Holloway boasts a history shaped by inspiring women who championed social justice. Today’s Royal Holloway is formed from two colleges, and they were among the first places in Britain where women could access higher education. Notable alumni like suffragette Emily Wilding Davison and equal pay advocate Hilda Martindale exemplify a legacy of impactful contributions. The achievements of women such as Ethal Watts, the first female chartered accountant, and Kerstin Hesselgren, the first female delegate in the Swedish Parliament, further reinforce this legacy. In the School of Business and Management, our future focus embraces intersectionality and complex personhood. In a world grappling with rising costs, climate crises, and political unrest, we believe that embracing EDI is crucial. Our commitment involves cultivating inclusive educational environments, fostering research with societal impact, and nurturing a staff culture rooted in respect and belonging where everyone has a voice. These efforts aim to empower students and staff with the necessary tools to address complex challenges facing our society.

- Professor Anica Zeyen (Vice Dean Equality, Diversity and Inclusion) & Dr. Lucy Gill-Simmen (Vice Dean Education and Student Experience), School of Business and Management, Royal Holloway University of London

The path to gender equality is a collaborative journey that requires commitment, education, and continuous action. Let us use this International Women’s Day as a moment to inspire change, break barriers, and foster an environment where every individual, regardless of gender, can thrive and contribute meaningfully. Together, we can create a future where equality is not just an aspiration but a reality, driving the prosperity and resilience of our businesses and communities alike.

- Ann Swain, Global CEO, APSCo

Gender equality is not just a moral imperative, it is a key strategic priority. Research has shown organisations that focus on gender equity are 21% more likely to have above-average profitability (McKinsey), while those with diverse management teams generate 19% more revenue from innovation (BCG), fostering innovation, creativity, and sustainable growth. At AMS, gender diversity and inclusion are fundamental values that permeate every aspect of our business. We understand the importance of representation at all levels of the organisation and actively work to create pathways for women to advance into leadership roles. This commitment is reflected in the composition our global Executive Committee where 50% of us are female leaders, demonstrating our dedication to fostering a balanced and inclusive leadership structure. Additionally, we offer mentorship programs, leadership development initiatives, and flexible work arrangements to further support gender equality in our workplace. In addition to our internal initiatives, AMS actively engages with clients and partners to promote gender diversity in their organisations. Through the sharing of best practices, collaborative diversity initiatives, and advocacy for change, we collectively work towards driving meaningful progress in advancing gender equality within the broader business community. On this International Women’s Day, I urge all organisations to prioritise gender equality and take concrete actions to create more inclusive workplaces. Together, we can build a future where gender equality is not merely an aspiration but a tangible reality for all.

- Roop Kaistha, Regional Managing Director, APAC, AMS

Unlike many STEM careers, the medical sector attracts a lot of women. 64% of people accepted on to medicine and dentistry degree courses in the UK were women (2020 data). This seems positive from afar, however when you dig a little deeper the numbers look less rosy. Women are still in the minority in senior roles in the NHS, with only 36 per cent of all consultants being held by women. Clearly, there are many factors that account for this diminution of women as they climb the career ladder that are universal to all business sectors. As co-founder of Osler Health (along with two other women!), we felt it was imperative to offer working women flexible working hours and part-time options so we could attract the best talent. This has proven a sound approach. We have found that this flexibility pays back manifold through staff retention and staff satisfaction. If, as employers, as managers, as parents and as partners we can be compassionate to individual needs, we can certainly build a more stable, happier place to work!

- Dr Tsin Uin Foong, Co-Founder & Chief Medical Officer, Osler Health International, MBBS (London, UK), MRCGP (UK), Dip Pract Derm (UK)

Competitive markets can increase gender equality by enabling women equal access and participation in markets as buyers and sellers. As entrepreneurs, women often face barriers in gaining access to finance. As consumers, women may face unnecessary higher prices or poor quality of service due to gender biases. Making markets inclusive has the potential to increase competition especially in industries like health, finance and technology where women are at risk of being unserved or underserved. For businesses this an opportunity to serve a key customer group. E-nomics discussed the role of competition and gender in a webinar with experts from the Asia-Pacific. You can read more about the key issues discussed here.

- Nimisha Tailor, Founder and Competition and Regulation Specialist, E-nomics

Gender equality is not a ‘women’s issue’. Gender equality is essential to company growth. Everyone benefits from gender equality! I personally benefit from gender equity in ESC when being recognised for my capability and contribution, rewarded for my hard work and achievements, and promoted for my leadership to uplift me to a New Me - a senior manager and one of the key personnel in ESC. Gender equity at the ESC workplace also eliminates discrimination on the basis of gender particularly about family and caring responsibilities. Working here gives me the opportunity to be flexible at work while taking care of my family and have a worklife balance. With the diversity of ESC in terms of gender, nationality, and culture, everyone is given a fair opportunity to grow. Let’s stand up for a wonderful workplace by breaking down any barriers!

- Jessie Nguyen, Country Manager, ESC

We see concerted efforts across our clients’ various industry sectors to increase gender diversity of their companies across their leadership teams. This includes both internal mobility and external hiring, thinking more elastically across the roles and functions to achieve diversity and make bolder ‘outside the box’ appointments of high potential females. In Financial Services, gender diversity in APAC and Singapore specifically is a bit higher than in other jurisdictions, making up approximately 40% of our placements, against other sectors where it is closer to 30%. There is still room for improvement, and this is recognized across financial services firms in Singapore who are always asking us to think laterally and ensure we have a diverse slate of candidates with compatible skills and experiences. The female talent pool in Singapore Financial Services is deep, especially when one considers talent across a wide spectrum of financial services namely insurance, wealth and asset management, corporate and investment banking, FinTech, etc. On Singapore Boards, there is still some work to be done to achieve the 25% target by 2025 and 30% target by 2030 as set out by the Council for Board Diversity. We find that the flexible and lateral thinking that our financial services clients display in executive hires is what will set companies apart when it comes to Board hiring, giving credible, experienced female senior executives a seat at the table and the opportunity to break into their first non-executive role.

- Jessica Torres Underwood, Head of Financial Services and Fintech Practice, Southeast Asia, Odgers Berndtson

More than 26 years ago, when I began my professional journey, female leadership was notably absent in both corporate and governmental spheres, reflecting entrenched gender stereotypes globally. Now, I am heartened by the significant shifts towards greater awareness, equality, and opportunities for women. Despite ongoing disparities in workplace dynamics and societal norms, advocating for gender equality remains crucial. As a leader, I urge peers to actively mentor competent female colleagues into leadership roles. Additionally, I prioritize being a role model for my teenage daughters, nurturing their interests and leadership abilities, ensuring they are confident and are proud to be themselves. Globally, leaders must champion gender equality, leveraging education and technology to empower women, including recognizing the contributions of stay-at-home mothers. Confronting workplace inequalities requires courage, support for colleagues, and advocacy for fair policies. In addressing gender disparities, maintaining composure, and using official channels are essential for effective advocacy and meaningful change. Let us continue our effort together towards achieving gender equality and building a better future for our future generations.

- Koh Siew Yin, ASEAN Marketing Director, BSI

At Eight Wealth International, our team, which spans Singapore, Hong Kong, and the Middle East stands out against industry norms for its gender diversity, employing more women than men. We proudly recognise the immense value this diversity brings, fostering innovation and enriching our company culture across all departments. Our commitment to gender equality not only reflects in our internal composition but also amplifies the impact of the financial education initiatives that we lead in the community, promoting inclusivity and empowerment at every level. The financial education programmes aim to empower individuals of all ages and genders, to take charge of their financial well-being, particularly addressing habits in younger participants, enabling them to understand and take charge of their tendencies as they mature. Furthermore, these skills build understanding and independence for all, allowing them to manage their finances more independently and effectively in the future, irrespective of external pressures and beliefs.

- Thomas Streatfeild-James, Associate Partner, Eight Wealth International

At Colliers, we firmly believe that cultivating an environment where each person feels respected and enabled is crucial for our success. We are all in consensus that gender equality, whether in the boardroom or in entry-level roles, is a fundamental driver for sustainable progress and creativity. Diversity enhances performance – diverse teams bring a range of perspectives and experiences to the table, allowing us to tap the full breadth of talent and knowledge, leading more effective problem-solving and decision-making.

Inclusive environments drive diversity and gender equality. We have committed to this by implementing various initiatives in our workplace, like flexible work arrangements, mentorship sessions, a fair and unbiased hiring framework, and leadership development opportunities to empower individuals of all genders. Notably, we have successfully achieved 50:50 gender diversity in employment in an industry that has traditionally been more male-dominated, and our Women-in-Business committee is also actively supported by members of all genders in their initiatives. By amplifying diverse voices, we break down barriers, pave the way for equal opportunities, and effect meaningful change – change we see appreciated in our corporate culture, and that builds into our future successes. I am confident that not only are we creating a fairer workplace today, but we’re also laying the groundwork for a stronger and more empowered workforce of the future.”

- Jaya Singh, Senior Director, People & Performance, Colliers