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Watch our special video, and read our commentaries from leaders from Energy Market Authority, Mad Hat Asia, ENGIE South East Asia, and more as they get up close and personal on accelerating action in and out of the workplace.
- Story by Sarah Gideon, with inputs from Colette Wong, Priya Sunil, and Umairah Nasir.
Gender equity goes beyond conversations — it demands action. This International Women’s Day, which passed on 8 March, the theme #AccelerateAction urges bold steps to challenge bias, uplift women, and, most importantly, drive lasting change.
Eight leaders across industries and fields — both women and male allies — have come together to share with the HRO team their personal and professional perspectives on advancing gender equity.
From the women that inspire them, to organisational initiatives that are making a difference, their insights highlight the power of personal commitment and structural change.
Here's what they have to say:
Q Tell us about a woman in your life – whether a colleague, mentor, or family member, who has deeply inspired you to do better each day.
Watch the video below to hear from the following leaders:
- Vincent Wong, Co-Founder, Anglo Caregivers
- Joey Lam, Director, Human Resources and Organisational Development (HROD), Energy Market Authority
Q What’s one unconscious bias you’ve recognised in yourself, and what actions have you taken to actively accelerate change?
Violet Chen, Director, Energy Capabilities Development Department, Energy Market Authority
An inspiring and empowering leadership style comes naturally to me, but I have learned that there is no one-size-fits-all approach – different working styles require varied leadership approaches. Now, I consciously adapt, stepping back to foster autonomy or providing structure when needed.
This flexibility has helped to ensure my team feels heard and empowered, much like EMA’s approach to the energy transition, where adaptability and collaboration can lead to more inclusive and effective solutions that drive progress in a fast-changing landscape.
Angeline Tan, Senior Vice President, SingHaiyi Hospitality & Momentus Hospitality
As a leader, I once expected everyone to match my pace, but COVID taught me that resilience is about adaptability, not just speed. When Momentus Hotel Alexandra’s opening was delayed, I had to shift my approach — negotiating timelines, securing stakeholder buy-in, and strengthening collaboration. Now, with upcoming projects in the pipeline, I take a more proactive approach —realistically assessing expectations and adapting plans as needed.
True leadership isn’t about pushing harder; it’s about empowering others and working together to achieve success.
Sandy Ng, Director, Talent Acquisition, APJ, Akamai Technologies
Bias is part of human nature, but having awareness and working on it is a choice. One unconscious bias I recognised in myself was age bias — assuming capability based on age. I’ve since embraced reverse mentoring, sought diverse perspectives, and challenged my assumptions. Younger colleagues have taught me invaluable lessons, proving that talent isn’t defined by years. I’ve since shared this learning with my team and leaders.
This International Women’s Day, let’s commit to recognising and challenging our biases, so we can create a more inclusive and empowering environment for all.
Alyssa Chi, Finance, Admin & Talent Manager, Mad Hat Asia
I assumed our open, discourse-driven culture meant all employees (Hatters) would naturally speak up. But new joiners often hesitate, needing time to adapt before voicing concerns or ideas. I accelerated change with structured support — a 90-day buddy system and one-on-one HR lean-ins for new and newly promoted Hatters. These initiatives provide safe spaces, ease adaptation, and ensure fresh perspectives — often the most valuable—aren’t lost. This helps every voice be heard and valued from the start.
Q What measures is your organisation taking to accelerate action on gender equity?
Eugene Loh, Head of Regional Human Resources, ENGIE South East Asia
At ENGIE, we take concrete actions to accelerate gender equity including parenthood policy, our Fifty-Fifty project, targeting managerial parity by 2030 as well as the organisation of the Women Empowerment Network in Southeast Asia. In 2024, 32% of our managerial hires were women. This number continues to grow, reflecting progress in our DEI efforts.
By embedding equity into our talent strategy, actively engaging stakeholders, and tracking progress, we are fostering a diverse, inclusive workforce committed to accelerating a sustainable energy transition.
Ricia Montejo, Head of Customer Experience, Aboitiz InfraCapital Cebu Airport Corporation
A genuine commitment to gender equity, both internally and externally, is paramount. We believe our employees can only authentically reflect these principles if they are deeply rooted within our workplace culture. Our Human Resources actively champions this commitment by ensuring equal opportunities for all.
We offer comprehensive paid parental leave for all genders and consistent promotion of equality, including seminars and training where we foster an environment where everyone has a fair chance to thrive. Our organisation supports events like the inter airport Southeast Asia, where inclusivity is a key focus.
ALSO READ:
- Let’s #AccelerateAction this International Women’s Day 2025
- Watch: Heartwarming stories from leaders on the 'superwomen' in their lives this IWD 2025
- Facing the mirror: How leaders are confronting their own unconscious biases [IWD 2025 special]
- Accelerating gender equity in the workplace: 19 leaders share their affirmative actions
- Time for acceleration: Key actions for gender equity shared by 20 leaders
All photos / Provided
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