Congratulations to all winners who have pioneered best practices in their own respective industries in creating increasingly diverse, inclusive and family-friendly workplaces.
Female representation stood at 15% in 2009 and has since grown to 31% of women in senior management positions in 2013, resultant of an enabling work climate and “people dashboard” discipline monitoring.
Flexible work arrangements availed on a case-to-case basis prior to 2013, since formally adopted as a policy and communicated groupwide covering fixed flexible schedule, flextime, flexible work location and conversion to part-time employment.
Women Mentor Women Programme (WMW) support platform successfully launched for women leaders to accelerate their development and growth.
52% of participants from all the leadership development programmes from junior to the very senior levels are women.
Maybank Tiger Cubs Childcare Centre, the first of its kind to operate on purely emergency basis in Malaysia, catering to a wider community of staff.
International Organisation
Shell Malaysia
Shell in Malaysia has recruitment targets to hire females in technical and commercial skillpool which is in line with global targets.
Senior Women Connect (SWC) is a global Shell network to help senior women support each other with gender specific leadership challenges.
Option of virtual work arrangements for new parents can be discussed with line managers.
A private room for nursing mothers with multiple cubicles, equipped with breast pump, steriliser, refrigerator, wash basins and lockers.
Career break between three months and three years for personal development or family needs, with continuous contractual relationship with the company.
Lean Organisation
PepsiCo Malaysia
Current general manager (GM) is the first local woman GM for Malaysia.
Advancement of women jointly driven by both female and male leaders who hold KPIs which include diversity and inclusion targets.
“One Simple Thing” programme encourages employees to request for simple arrangements that would make work-life easier, which is linked to the manager’s performance ratings.
Online cultural awareness training and cultural calculator tool for employees to build their own cultural profile.
Annual people planning process identifies female bench strength for key roles, development plans and critical experiences required.
New Initiative
BASF Asia-Pacific Service Centre
Flexibility@Work allows flexible choices including arriving at work anytime between 7am and 10am and working from home.
Top management gender diversity ratio increased to over 60% since 2011.
Analytics used tounderst and demographics of promotees. More than50%ofpromotes inthe second quarter of 2014 arewomen.
Job sharing pilot implementation has led to the recruitment of seven women returnees.
Qualified people who voluntarily leave their careers for a period of time are encouraged to re-enter the workforce.
Making a Difference
Siemens Malaysia
Globally, Siemens established Global Leadership Organisation of Women (GLOW) to increase the proportion of women holding management and leadership positions.
In Malaysia, Siemens launched the “PRIDE@Siemens” programme, with its key initiative – “Work from Home” – to promote employee engagement and improve retention rates.
Through the Diversity Ambassador Network, Siemens appoints Diversity Ambassadors to firmly anchor diversity awareness as part of company culture.
Attrition rate dropped from 14% in 2011 to 8% in 2013.
CEO Champion
Sridharan Nair PwC Malaysia
Ensures women are represented in PwC executive board, appointed a woman leader for largest business unit.
Drives diversity and inclusion agenda for PwC Malaysia and increased people engagement index by 7% in the last two years.
As head of PwC Malaysia’s Talent Development Council, he ensures female talents are well represented, which is currently 47% of the firm’s key talent pool.
Enhanced flexible work arrangements by introducing FlexSpace, Flex-Benefits and Flex-Wear (jeans on Fridays).
Increased maternity leave to three months and paternity leave to three days.
Introduced Back2Work programme with a flexible work arrangements package to opt for 2.5 days to four days work week.
Pioneered The (W)omentum Programme to support potential women talents progressing to directorship.
