As a recruiter for technical leadership roles across Asia, I spend my days and nights speaking with people from different backgrounds, with diverse demographics and life experiences.I am especially passionate about representing the many senior women that are making a splash in the notoriously male dominated world of technology; understanding what has helped or hindered their careers and taking these learnings to the employers I help.Employers are addressing gender imbalance, but more needs to be doneFor any organisation to transform, innovate and grow it is vital that their workforce is representative of their customers, clients, and the communities they serve. And gender is of course, just one aspect of this.When it comes to attracting and developing tech talent in Asia, organisations are making strides to add more women to their upper echelons. Employers who understand the competitive advantage they stand to gain by having more diversity in their workforce, are actively pursuing and embedding more inclusive talent attraction and retention strategies. The biggest reason is that they stand to be the major beneficiaries. According to a McKinsey & Co report about 43% of entry-level positions in Asian companies are occupied by women, but at the C-suite and senior-management levels, this drops to 25% in Singapore and as low as 4% in Japan. This is a huge loss of untapped talent. Although more women in tech are starting to make their mark, there is still more work to be done and it’s up to employers to showcase their commitment to women across their business. One woman I spoke to recently who holds a senior technical role based in Singapore in a global organisation commented that: ‘in my experience women’s views in the organisations I have worked for in Asia are not taken seriously as “expert” and they are sometimes valued less than their male counterparts, despite their ability and often exceptional backgrounds.’ Who’s helping women up-skill? There are some fantastic organisations in Asia that encourage women into technology and provide tailored training programs. Cloud Seeders, in Singapore, is an AWS backed program providing women with a structured and guided approach to learning a diverse set of cloud and digital skills as well as working on the confidence levels of their members.She Loves Data, another organisation founded in Singapore, equip women with data science and data analytics skills and in turn partners with banks and other businesses to bring women back into the work place and into technology. So, what should employers be doing more of? Partnering with expert and specialist recruiters and organisations such as Cloud Seeders and She Loves Data to tap into new talent poolsShowcasing their commitment to diversity and inclusion in recruitment materials and throughout the hiring processPromoting flexible working policies internally and externally Training leaders and hiring managers on how to mitigate unconscious bias in the selection processFostering a culture of inclusion, community and conversation amongst employees once they joinProviding unique and transparent career progression and development opportunities At Stanton House, we are driven by the belief that diversity and inclusion is inextricably linked to business performance and employee engagement and retention. We are passionate about unlocking potential at the individual, team and leadership levels to drive high performance through inclusive practices.I’d love to hear your opinions and thoughts on this topic. Please get in touch.
05 Mar 2020
Take a look at what our consultants have been discussing in the last seven days: Did you know less than 10% of data breaches are physical hacking attempts? “Malware is thought to be the most dangerous threat to cyber security and as illustrated below, since 2013 it has continued to rise however over the last two years we have seen a drop in Malware data breaches and I’m curious to find out why.” - Tyler Smith Is the Private Equity Space doing enough to represent women? “Presenting a shortlist which represents all genders, ethnicities and abilities while ensuring each is highly competent and completely suitable for the job can be a challenge. You can’t sacrifice competencies in aid of diversity but you can’t neglect equalities either. While it’s often a challenge, it’s something I pride myself in being able to achieve and something that Deborah Zurkow of Alianz Global Investors said reinvested my faith that my clients appreciate the effort.” – Joanne Moses Is your workplace due a transformation in 2019?“With an emphasis on transforming workplace culture, improving diversity and retaining millennial talent – my network are busy planning their transformation projects for 2019 ensuring the New Year brings with it a new lease of life for their organisations. To help with this, I have been speaking to my network about reverse-mentoring and its ability to transform a workplace - How it can help you to improve racial, intergenerational, hierarchical and gender diversity; retain millennial talent, broaden your demographic, engage a new generation and up-skill an existing workforce.” – David Garstang
17 Dec 2018
Following on from the research I had published in the PE Forum, I was invited to attend a PEI’s Women event. It was an inspirational morning with thought-leaders and industry experts discussing methods they could use to improve the gender balance within the industry. Dan McCarthy spoke about the grass-roots initiatives used to encourage female school leavers into a career in finance while Jim Strang spoke of reverse-mentoring as a great place to start. Something we have also advocated as a great tool to improve diversity. What interested me the most, was the topic of gender-balanced shortlists. As a Principal Consultant specialising in the Private Equity space I make it my mission to promote all categories on the diversity spectrum when presenting a shortlist to a client. Presenting a shortlist which represents all genders, ethnicities and abilities while ensuring each is highly competent and completely suitable for the job can be a challenge. You can’t sacrifice competencies in aid of diversity but you can’t neglect equalities either. While it’s often a challenge, it’s something I pride myself in being able to achieve and something that Deborah Zurkow of Alianz Global Investors said reinvested my faith that my clients appreciate the effort. She will reject a shortlist that isn’t gender balanced and it makes me wonder how many other leaders would do the same. Private Equity Firms are playing their part in the move to recruit and promote more women but how many of you would reject a shortlist that wasn’t gender balanced?
10 Dec 2018