Much has happened since the first International Women's Day (IWD) was held in March 1911, but the movement towards gender equality continues. International Women’s Day 2024 on March 8 is all about inspiring inclusion, while the United Nations has picked Invest in women: Accelerate progress as their call for this year.
Joanne Wong, Interim Chief Marketing Officer at LogRhythm noted that the technology industry as a whole has made great strides towards recognising the importance of diversity, equity and inclusion. "Companies today are more aware of the significant impact that diverse perspectives can have on innovation and decision-making processes, and many are taking steps to incorporate diversity and inclusion in their talent recruitment strategies," she said.
Yenny Wong, Director, Talent Acquisition APJ & EMEA, New Relic, noted that organisations have made steady progress in closing workplace gender gaps. "Research from Morgan Philips Group revealed that over 60% of Asian companies have now established specific diversity, equality and inclusion (DEI) goals which have contributed to a positive impact on gender equality," she said.
"The technology industry in Southeast Asia have fared better than their global counterparts in overcoming barriers
to gender diversity, according to research by
Boston Consulting Group."
Jess O’Reilly, Area VP for Asia, UiPath observed that a "notable
gender gap" persists for both job participation and wage parity in major
Asian economies, though she also shared signs of
progress such as Singapore closing 78%
of the gender pay gap in 2023 according to the World Economic Forum. "Actualising gender
parity entails inspiring inclusion - such as empowering women by hiring
from within, elevating more women to leadership positions, offering
mentorship, and providing equitable access to technologies like AI and
automation solutions that are strategic differentiators in business," she said.
Joanne Wong observed that achieving true inclusivity extends beyond meeting
diversity quotas and requires a "comprehensive commitment to addressing
systemic barriers and biases".
"One concrete step that
companies can take is implementing inclusive leadership development
initiatives, to equip leaders with the skills necessary to foster
inclusive environments, recognise unconscious biases, and promote
diversity within their teams. Furthermore, companies can also establish
mentorship and sponsorship programmes to provide underrepresented
employees with guidance, advocacy, and opportunities for advancement. By
recognising the achievements of female talent and providing them equal
opportunities to take up senior leadership roles, we can encourage a
sustained cultural shift within the organisation, aspiring women to
achieve such roles themselves," she stated.
Yenny Wong also said that there is still "more growth
and more work to do for the industry collectively, in order for
organisations to become truly inclusive". "A foundational problem in organisational cultures is the existence of conscious, unconscious and confirmation bias ingrained in talent-facing processes, creating a formidable barrier for the flourishing of female talent. This reality undermines the idea of achieving authentic progress in diversity, equity, and inclusion (DE&I). Organisations need to address significant disparities, particularly in realms like career advancement and the presence of diverse individuals in leadership and board positions," she said.
Liz Adeniji, Area VP of Segment, Asia Pacific & Japan at Twilio agreed: "As business leaders, our successes are often determined not only by the plans and strategies that we chart out but also by the actions that make them possible. As we reflect on this year’s International Women’s Day theme – Inspire Inclusion – and the tech industry’s progress on this front, it’s important to remember that our commitment to values like diversity, equity and inclusion should go beyond the aspirational.
"Where inclusivity is concerned, leaders need to be more intentional and proactive when it comes to sharing the metaphorical seat at the table – that is, amplifying the voices of employees and fellow colleagues at the workplace."
Remus Lim, VP of Asia Pacific and Japan, Cloudera, agreed as well. He called the theme "a timely reminder for leaders to step up support for our women executives to create a diverse and inclusive work environment". Cloudera has a mentorship programme connects women executives with successful women leaders, for instance. "We are happy to announce that we recently promoted several women leaders in the region, including to positions such as country leaders for Singapore and Indonesia," he shared.
He also said that employees are given the resources required to advance their career. "Working professionals are often concerned with their pathway to success
and want the confidence of being set up for success as they take on
elevated roles," he said.
"Most importantly, we found that being open and listening to what our employees need in order to take the step forward has been crucial. By collecting feedback, we draw insights on how we can support them better, taking a leaf from how we help our customers do better with data."
Niki Armstrong, Chief Administrative and Legal Officer, Pure Storage, pointed out that although there has been significant progress in recent years, "there still remains a disparity in the types of roles held by women in the workplace globally – which are often skewed towards clerical or manual positions"."At Pure Storage, we believe that cultivating workplace inclusion begins at the hiring stage. The partnership between recruiters and hiring managers plays a key role in sourcing talent whose values align with an organisation’s DEI priorities. Beyond hiring, organisations should set measurable DEI targets within a three to five-year timeframe and uphold transparency in tracking DEI progress," she said.
"Amid evolving work environments, organisations should prioritise equal access to technologies and digital literacy for women, as well as lean into mentoring programmes, educating staff about unconscious gender biases, and establishing digital inclusion initiatives to empower women to thrive in the workplace and help bridge the gender gap."
Mentorship is a focus at Confluent, as are awareness and inclusion. Veronika Folkova, Director, People Business Partners, APAC, Confluent, said education for both employees and the leadership team is important. "This includes addressing issues such as the gender pay gap and unconscious biases. We promote initiatives like mentorship programmes and shadowing opportunities.
"Providing flexible working for all our employees is a big part of making our culture inclusive, while making female talent visible at all levels remains key. Above all, we create an environment where people can thrive and be true to themselves," she said.
Julie Kae, VP Sustainability and DE&I, Qlik, praised the tech industry for leading the way when it comes to helping women build careers, but said that more can be done to encourage more women to join the tech industry.
"Businesses are always searching for purpose-driven employees with strong collaboration skills, empathy in decision making, and the ability to balance a range of budgets with varied priorities. The technology industry is leading the way in building fulfilling careers for women, but we still have some work to do to encourage more women to enter the field," she said.
"As business leaders, it is our responsibility to inspire inclusion within our organisations. This is particularly pertinent as new technologies are developed – for example, only one in five positions in the AI industry are currently held by women.
"This speaks to a bigger ongoing issue of gender imbalance in technology, right from STEM education at school, and it is imperative that we do whatever we can to balance these numbers. For example, at Qlik, we invest in programmes like Qlik Employee Resource Groups, which are set up to foster belonging and influence executive decision making. One of these groups focuses on women in technology, and ensuring they are heard in the business.
"On International Women’s Day this year, we should all aspire to work together to make workplaces more inclusive for women and girls around the world."
Such inclusivity is a focus for Marjet Andriesse, Senior VP & GM APAC/Japan/Greater China, Red Hat. "Fostering female talent is very dear to me. As leaders, we need to ensure female employees have access to mentorships, sponsorships, and professional development tools. I am a firm believer that building a bank of highly visible and active female role models can bring in a strong positive influence to an organisation," she said.
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| A group of diverse women with roses in the background generated by Dream by WOMBO to commemorate IWD 2024. |
"At Red Hat, we take pride in providing an equal opportunity work environment. Sponsorship and mentorship programmes such as our Women’s Leadership Community (WLC), APAC Leadership Expansion Program (ALEP) and our Engineering Leadership Accelerator (ELA) are some of the avenues for women at Red Hat to foster leadership skills."
Andriesse said that in her Asia Pacific (APAC) sales team, she has more women leading the sales function at the country level and in her leadership team, the Finance and Accounting function are led by "two remarkable women". "In a nutshell, there is no silver bullet to solve this issue but it's essential to empower women to confidently share their abilities and strengths to support their progression into leadership positions," she said.
Doreen Cheah, Senior HR Director APAC said that Inspire Inclusion deeply resonates with Zebra Technologies. "It encapsulates the essence of celebrating our differences, embracing diversity, and fostering environments where every individual feels heard, seen, valued, and respected. Diversity encompasses a myriad of facets, including gender, race, ethnicity, religion, and differences in thought and work style. Recognising and embracing diversity enriches our workplace culture, while fuelling greater innovation that ultimately translates to better results," she said.
MongoDB has a number of initiatives for work-life balance as well as diversity and inclusion, such as up to 20 weeks of fully-paid parental leave. Stewart Garrett, Regional VP, ASEAN, MongoDB said: "Initiatives like extended parental leave, flexible work hours, and
remote work options foster a sense of belonging and equality."
"Having lived and worked around the world, being with an employer that offers an inclusive and diverse workplace has always been important to me. Programmes and policies prioritising work-life balance and providing extended support during critical life transitions cultivate supportive environments especially for young parents. This helps them balance their professional and personal lives effectively without sacrificing their family responsibilities," he added.
Chelsey Griggs, Chief Strategy Officer, Atlas, also touched on family. "One of the most significant challenges for women leaders is undoubtedly the intersection of career and motherhood. The societal biases and assumptions surrounding pregnancy can pose hurdles that impact a woman's career trajectory. Having experienced these challenges personally, I understand the importance of addressing them and creating a workplace where every woman can thrive, regardless of her family choices," said Griggs.
"Executives are often perceived as unapproachable figures, distant from the everyday challenges faced by employees. However, I challenge this myth. Executives, myself included, are individuals with families, pets, and relatable experiences. Authentic leadership involves open communication and a genuine connection with the team. It's vital for everyone in the organisation to feel heard, valued, and seen."
Adeniji said that beyond important considerations like pay, employment and representation, building an overarching culture that not only recognises but also meets employees’ diverse needs is crucial to inspiring inclusivity.
"Take flexible work arrangements as a very real example of how companies can balance the needs of their business with those of their individual employees. In 2024, the concept of flexible work arrangements cannot be left out of conversations surrounding inclusivity. It should not be treated as a relic of the pandemic but rather, as the new norm – one that can have a significantly positive impact on companies, employees, and women in particular," Adeniji said.
"Leading as a woman is challenging on its own, but balancing motherhood adds another layer of complexity. The events from the last few years have proven that flexibility is particularly helpful to working parents, caretakers, and workers of different abilities. Parents get to balance their professional responsibilities and family commitments more efficiently, while the very nature of flexible work affords different employees the ability to make necessary adjustments and accommodations to the way they approach work.
"Offering flexibility via remote work options, adaptable schedules and innovative technology can create a working environment that is respectful and supportive of diverse needs, which provides employees better work-life balance and improved mental health. This will promote a stronger sense of belonging, foster employee loyalty, and lead to productivity gains."
"As companies look to inspire inclusivity, they must move beyond mere promises and talk, towards clear, accountable steps that foster a truly inclusive workplace environment. This involves seriously reassessing existing systems and structures – and even committing to organisational audits if necessary – before developing policies and practices that are more comprehensive and reflective of the present-day realities of their workers," Adeniji continued.
"At every step of the way, it is important that leaders establish mechanisms for accountability, ensuring that goals are met and are not carved out merely for lip service. Only by prioritising these actions can leaders demonstrate a genuine commitment to inspiring inclusivity within their organisations and to the wider industry."
Griggs encouraged everyone to look wider as well. "To those aspiring to executive roles, there are a few insights that I
can share based on my own journey. Success as an executive requires a
unique blend of science – the skills and knowledge acquired throughout
one's career – and art – the ability to lead authentically and make
decisions with confidence. Recognising the responsibility that comes
with executive roles is crucial, and every decision should be a balance
between the two," she said.
"As we celebrate Women's History Month and International Women's Day, let us commit to breaking barriers, fostering inclusivity, and creating a workplace where every individual, regardless of gender, can thrive. Atlas remains committed to creating a workplace that champions diversity, empowers women, and inspires future leaders," she stated.
Yenny Wong further commented that we do need to look beyond the day itself. "IWD will continue to be a significant day for us to demonstrate solidarity, learn and evolve in our awareness. But DEI requires the organisation to acknowledge and celebrate the diversity of different communities not just on specific dates in the calendar but every day, year-round. By integrating accountability into their initiatives and a commitment to achieve equality in the workplace day-to-day, organisations stand to reap the opportunities from a more inclusive workforce," she said.
"Ultimately, it's about
creating an ecosystem where diversity thrives, and every individual has
the opportunity to reach their full potential," concluded Joanne Wong.
While many of the initiatives mentioned here have evolved over the years, everything helps, said the organisers for IWD. The website for the day states: "All IWD activity is valid, that's what makes IWD so inclusive. Join in and make IWD your day by doing what you can to support and advance women."
It's clear that many have already done so in the technology industry, and the journey continues apace.
Hashtags: #InspireInclusion, #InvestInWomen
*STEM stands for science, technology, engineering and mathematics.
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