The Magazine of the Singapore Computer Society
But while we need women coders and engineers to do good by women globally, we need to remember that every tech company is a business too. It has the same functions that every non-tech company has. And as a growing sector, tech offers many opportunities. One doesn’t have to be a technologist to bring value to the tech industry. Women can contribute in many ways. Q: In a 2020 Boston Consulting Group report, Southeast Asia came up tops in women participation in tech. What is the significance of this achievement? SD: Let’s smile at the fact that there are more women in technology in this part of the world. But while that is positive, let’s keep in mind that the number is just 32%. Southeast Asia may be ahead of the global average when it comes to women participation in tech, but we need to remember that the global figures we are using as a yardstick to measure success are too low. So doing better than global is – not good enough. For that matter, in the list of Fortune 500 companies, there are only 41 women CEOs. This is a sobering fact – there is not only not enough women leaders in tech, but in all industries. To address this issue, it calls for a collective private-public effort involving governments, companies, nonprofit organisations such as Singapore Computer Society, and schools. Q: What more can we do to improve women participation in tech? SD: There are a variety of reasons why there are fewer women in tech than men. It starts with gender stereotyping at a young age, of girls’ ability in STEM (science, technology, engineering and mathematics) subjects. But there is no
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grounds in this belief – and both girls and boys should be exposed to a wide array of possibilities, and be encouraged to dream and pursue anything they love. Parents must embrace this mindset. Our education system likewise should break down barriers to create a more balanced learning environment.
pay differences and care duties. These circumstances were exacerbated during the pandemic through job loss, greater financial strain and heavier care duties which resulted from home schooling. Therefore, it is fair to say that women were disproportionately impacted by the pandemic.
Being equipped with the knowledge and qualifications is just the beginning however – companies must provide the network, mentorship and programmes that can empower and support women in their career growth and development. For example, from Google’s experience with the #IamRemarkable initiative, we realise that having role models is incredibly empowering for women who often found it harder than men to talk openly about their accomplishments in the workplace. What we found is that when we give women a platform to celebrate their achievements, they become more confident, happier and more engaged employees.
The silver lining is that during this period, there has been a massive upswing in tech adoption among consumers and businesses. This has in turn created more jobs and opportunities for both men and women. What’s important then is to ensure that women have equal, if not more, access to this creation of jobs and career opportunities. Potentially, tech can help women to score some wins in this pandemic, and even gain some new ground.
Aside from that, it is also important to have people-centric policies that cater for women in different life phases. Life is a tug-of-war of responsibilities, and in the face of conflicting obligations, women sometimes feel they have no choice but to leave the workplace. In such instances, programmes such as part-time work arrangements and job sharing offer flexibility and help retain employees who would like to return to the workforce when the situation at home improves. On a related note, I will also like to give credit to Singapore Computer Society for organising the Singapore 100 Women in Tech (SG100WIT) List. Programmes like these inspire women to join the tech industry and make a difference. Q: Has the pandemic set women back or propelled them forward? SD: Before the pandemic, women were already subjected to inequalities such as
Q: As a female tech leader, can you share some valuable lessons with other tech ladies? SD: Women leaders may lead differently from men. That’s okay. While I had the fortune to learn from many wonderful male leaders, I have come to learn that they do not represent the full spectrum of leadership styles – no gender does – and there’s no need for me to lead like others. Instead, I should be confident in my own style. Additionally, it is not uncommon for people to think that you need to be the most capable and the strongest in order to lead. But really, sometimes it matters just as much to have the empathy to connect with people and harness their strengths to work with one another. Simply by doing so, we build strong teams – and that counts. Last but not least, I think many women like me are driven by a strong sense of purpose. If we can work for a cause that aligns with our being, we can be authentic, overcome challenges and, most importantly, make a difference.
“It is my hope that in 10 years’ time, every leadership table will have an equal representation of males and females – and not just to fulfil certain governance requirements. Rather, every person (both men and women) of every background shares the realisation that diversity, equity and inclusion is essential for tech and businesses to reach their full potential.”
