share on
Targeted initiatives, addressing of systemic barriers, and promoting equal opportunities, are some of the ways to cultivate a more diverse and capable workforce.
In Malaysia, women’s labour force participation stands at approximately 55%, significantly lower than the 80% rate for men, as reported by the Department of Statistics Malaysia.
As the country continues to advance economically, leveraging the full potential of its diverse talent pool is essential for sustainable growth. Women represent a significant portion of the population and their full participation in the workforce can drive enhanced productivity, economic development, and social progress.
By addressing barriers and creating opportunities for women, Malaysia can build a more resilient and competitive economy while advancing social justice and equality.
Tengku Zafrul, Minister of Investment, Trade & Industry Malaysia, shared in a Facebook post at the Perhimpunan Agung UMNO Event held on 22 August 2024, saying: “This effort is holistic and touches all aspects such as talent development, increasing opportunities for women's participation in leadership roles.”
Although speaking to the UMNO Women’s representatives, it makes us wonder, how can we enhance inclusivity for women in Malaysian workplaces to bolster talent development across the country?
By implementing targeted initiatives that support women’s advancement, addressing systemic barriers, and promoting equal opportunities, organisations can cultivate a more diverse and capable workforce.
This, in turn, will contribute to the nation's overall talent development and ensure a more balanced and effective professional landscape.
In this article, we've compiled six ways organisations in Malaysia can enhance inclusivity and create a better work environment for women:
Equal opportunities
Ensure that recruitment, promotion, and development processes are fair and unbiased. Use gender-neutral language in job descriptions and conduct regular reviews of hiring and promotion practices.
Supportive policies
Develop and communicate clear policies on sexual harassment, discrimination, and equal pay and provide resources and support systems for reporting and addressing issues.
Career advancement opportunities
Create pathways for women to advance into leadership roles through targeted development programmes and leadership training.
Work-life balance initiatives
Promote initiatives that support work-life balance, such as on-site childcare, parental leave policies, and wellness programmes.
Diverse hiring panels
Ensure diversity in hiring panels to reduce biases and increase the representation of women in recruitment and decision-making processes.
Regular monitoring and reporting
Track and report on gender diversity metrics to assess progress and identify areas for improvement, ensuring accountability and transparency in achieving inclusivity goals.
By implementing these strategies, organisations can create a more supportive and equitable work environment that enables women to thrive and contribute fully to the success of the organisation.
Here are some more resources for your recommended reading around diversity, inclusivity and gender neutral initiatives:
- The friendship factor: How workplace friendships impact employees’ mental health and wellbeing
- How to better manage workplace harassment in the age of social media
- Employee wellbeing strategies from the Olympics playbook
- Bank Negara Malaysia calls for greater diversity & inclusion for women in the insurance industry
- Fostering an inclusive workplace for persons with intellectual disabilities: Your how-to guide
share on
