share on
In this edition of our IWD series, let's hear from leaders from RENPHO, Simmons & Simmons, UPS Asia Pacific, and more.
Promoting diversity, equity and inclusion (DEI) in the workplace involves more than increasing diverse representation. It also requires concrete practices and actions that foster an environment where everyone can grow, thrive, and be their authentic selves.
Open conversations, training and development opportunities, and even external events are some approaches shared by leaders from RENPHO, Simmons & Simmons, UPS Asia Pacific, and more.
As part of our International Women's Day 2024 series, hear from these eight leaders from various sectors on how they cultivate an inclusive workforce within their organisation, and contribute to creating a fairer community.
Fiona Chan, Head of Human Resources, Hong Kong & Taiwan, Hewlett Packard Enterprise (HPE)
At Hewlett Packard Enterprise, we recognise the intrinsic link between inclusion and job performance. We have implemented local initiatives like leadership training and workshops to empower our managers to become inclusive leaders. We are actively promoting open dialogues for gender equality, work life balance, mental health to foster a workplace culture of unconditional inclusivity. In return, we ask our people contribute all their differing perspectives, ideas and experiences to foster creativity and drive innovation.
Elyza Telog, People Operations Lead, APAC, Wise
At Wise, we need an inclusive team as diverse as the customers we serve. Women represent 51% of Wise, with 45% as team leads. We want to ensure women are well-represented in Wise, especially in senior leadership, by headhunting more female candidates and ensuring career opportunities for women already at Wise. Additionally, we run a 'Wise Women Code' programme to help women break into tech and engineering roles.
Eva Chow, Global VP, HR, RENPHO
As the Global VP of HR, my mission is to inspire a culture that embraces open communication, active listening, and diverse perspectives where all team members in our organisation feel valued, respected, and supported. We prioritise inclusion to cultivate a high-performance culture aligned with our organisation’s purpose. Through our mentorship programmes and training workshops, we drive career development, and inclusive leadership growth, and raise awareness of biases while developing cultural competency. Our recruitment strategy engages diverse talent from our communities, building a workforce that reflects our customers' diversity. Embracing inclusion aligns with our values, driving business success, and enabling us to build strong, high-performing teams.
Eva Chan, Partner, Head of Hong Kong Office, Simmons & Simmons
Simmons & Simmons champions diversity with initiatives like internal coaching in our 'Future female leaders' sessions and our external TNOC events, uniting female professionals across our network. We’ve run art tours and culinary events to name a couple, fostering an inclusive culture that resonates with our clients' values. We understand that the statistics much match our ambition on gender equity, which is why I’m proud to lead an office with a Partnership that is 50% female.
Rachel Chen, Head of General Management Office, J&T Express Singapore
At J&T Express Singapore, an industry leader in the male-centric logistics sector, we prioritise equitable hiring practices and champion diversity. As a female leader, I make it a point to advocate for the professional growth of promising talent – regardless of gender.
In today's fast-paced business landscape, fostering equal opportunities for all employees has evolved into an essential practice in workplaces. Prioritising inclusivity in companies not only promotes a fairer society, but is now the crux to whether a business flourishes in competitive environments.
Jennifer Yuan, Vice President of Human Resources, UPS Asia Pacific
We believe women leaders have a significant impact on cultivating an inclusive environment where diversity is valued. We’re committed to helping women pursue a career in logistics, and have global programmes that boost recruitment, retention, and career development efforts led by ground-up special interest groups like 'Women’s Leadership Development', 'Women in Operations', and 'Women in Engineering'. Externally, the 'UPS Women Exporters Programme' continues to uplift 108,000 female-owned small businesses worldwide, and their local communities, by connecting them to knowledge and resources to access new markets for growth.
Shofi Nasution, Head of Big Data and Analytics, Forest Interactive
Promoting workplace inclusion to me means fostering a deep sense of belonging. I ensure each team member feels accepted, valued, heard, and respected, allowing them to be their authentic selves. One way I achieve this is through an open-door policy, offering monthly one-on-one chats. These personalised talks create a safe space for honest dialogue, nurturing trust, and genuine inclusion. It's about empowering individuals to freely express ideas and resolve issues, enhancing our team's culture of respect and collaboration.
Marie Claire Lim Moore, Asia Pacific Regional President and Hong Kong CEO, TransUnion
At TransUnion Asia Pacific, we remain committed to expanding diversity, equity, inclusion and belonging (DEIB). In Hong Kong and the Philippines women make up 62% and 57% of our senior leadership respectively, surpassing our 2030 gender parity target six years ahead of schedule.
However, equity goes beyond numbers. We strive to ensure that all our associates feel included and empowered to grow. We actively recruit candidates from diverse backgrounds, experiences and nationalities, providing them a range of supportive initiatives, including training opportunities, mental/physical health support and opportunities to participate in financial inclusion projects.
We foster inclusion by embracing diverse and authentic voices within the workplace and the community.
ALSO READ: International Women's Day 2024: It's time to #InspireInclusion
Photos / Provided
share on
