Winners

Congratulations to all winners who have pioneered best practices in their own respective industries in creating increasingly diverse, inclusive and family-friendly workplaces.

2015

LIFE AT WORK AWARDS CHAMPIONS IN DIVERSITY AND INCLUSION

Congratulations to the winners of our Life At Work Awards 2015!
The annual Life At Work Awards which took place on 9 September 2015 saw four companies and a CEO emerge winners in the following categories:

Key initiatives:

  • The Women Mentor Women Council launched to ensure that 30% of senior management vacancies are filled by women. The council also supports business delivery of products and services to female consumers.
  • The Board Gender Diversity Policy introduced to increase representation of women on the board with the goal of minimum 30% female board members by 2016.
  • Inclusiveness and Diversity Agenda (GIDA) Framework was formulated. It encompasses Group-wide initiatives to empower women and other minorities in areas of leadership as well as economic enhancement.
  • Formalised Flexible Work Arrangements (FWA) provide options for staff to work on fixed flexible schedule, flextime, part-time and flexible work location.
  • The Maybank Tiger Cubs Childcare Centre, which is the first-of-its-kind day care centre, operates on a purely emergency basis in Malaysia.

Key initiatives:

  • IBMers are provided the option of When, How and Where to work through its FWA programmes, emphasising on the core values of Trust and Personal Responsibility in All Relationships.
  • Taking the Stage Programme and Setting the Stage Programmes established for women to develop their leadership skills.
  • Innovative HR programmes established to support women employees such as enabling nursing mothers to send their milk to their babies in the fastest time possible. Pilot is in the US with review, for possible consideration in Malaysia.
  • The Business Resource Group and Women in IBM Network Group (WINGs) created to inspire and enable women to achieve their full career and leadership potential.

Key initiatives:

  • Diversity Efforts and Initiatives implemented by all leaders to create greater awareness and to have better appreciation about the need for diversity at the workplace.
  • Women's Mentoring Circle targets women managers and high potential women to build a circle of women leaders who can tap on each other's experiences and thrive together.
  • Career Comeback Programme (Icare - IHS Career Relaunch) implemented to recruit women professionals who took a career break due to various reasons to help facilitate their transition back to the workforce.
  • High Potential Senior Women Leaders Cohort sessions set up aimed to understand the needs of women employees and create specific programmes to develop them to take up leadership roles.
  • Recruitment of women workforce has been maintained at more than 50% in 2013 and 2014.

Key initiatives:

  • Specific Diversity and Inclusion targets set for their technical and commercial skill pool as well as East Malaysian hires.
  • The Shell Graduate Programme revised to be more female-centric with the aim to attract more female graduates to build the female talent pipeline in the oil and gas sector, with initiatives such as having Shell women leaders as campus ambassadors, special engagement with female graduates, and branding campaigns that are female centric.
  • Recruitment toolkit created for Diversity and Inclusion recruiting excellence.

Key initiatives:

  • Diversity and Inclusion became a key focus upon appointment as Managing Director in January 2014.
  • Key changes included the appointment of two women Partners as Business Unit Heads (Head of Advisory and Head of ASPAC Cyber Security & Chief Information Officer), formalisation of Flexible Work Arrangements in KPMG, equal admission (50%) of men and women executive directors as Partners and the announcement of a one-week office closure, which is paid time-off firm-wide for all employees.