Breaking glass ceilings start from different sectors of society

Singapore

THROUGH the years in the workforce, Verena Siow has been asked a peculiar question on several occasions when being interviewed for management roles: "Are you okay to travel since you have kids?"

Initially, the current president and managing director of SAP Southeast Asia would reply with a simple "yes".

As she gained more experience, she would volley back a question in response. "If I were a man, would you ask me the same question?"

Her rebuttal was met with surprise from interviewers, and they admitted that they would not have asked the question if she was a man.

She added that she had never been rejected from her desired role just because she was brave enough to ask the question back to her interviewers.

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Today, Ms Siow champions for equality in the workplace.

She is involved in several of SAP's initiatives to push for workplace equality, including being the executive sponsor of the Women's Founder Forum which provides a platform for female entrepreneurs to exchange ideas and fuel innovation, and mentors female leaders in the Business Women Network, which helps women advance their careers by building strong relationships, skills and seizing career opportunities in SAP.

"We plan to have 50 per cent of women in leadership by 2025. I am also very happy to share that we have already exceeded that in South-east Asia. 51 per cent of our workforce in South-east Asia are women, and we have 45 per cent of women in leadership positions," said Ms Siow.

Companies such as P&G are also committed to achieve a 50-50 gender balance across their management workforce in Asia Pacific by the end of 2022.

A critical role

President of P&G Asia Pacific, Middle East and Africa Magesvaran Suranjan believes that companies "play a critical role in driving progress in gender equality and building a better, more inclusive society".

However, despite the push for gender equality through initiatives like those in SAP and P&G, gender bias still remains in the workplace.

According to a study published by LinkedIn which polled more than 10,000 respondents aged 18 to 65 across Asia Pacific, six in 10 women in Singapore had experienced instances where their gender played a role in them missing out on opportunities, promotion and pay.

Deputy executive director of UN Women, Anita Bhatia, said that while women are at the frontlines of the Covid-19 pandemic and make up 70 per cent of the health workforce, they are often not reflected in national or global decision-making on the response to Covid-19, are paid less than their male counterparts and hold fewer leadership positions in the health sector.

"Achieving a gender-inclusive society demands intersectional policies, gender parity in leadership and the involvement of civil society as well as the private sector," she added.

LinkedIn's Asia-Pacific Vice President of Talent and Learning Solutions Feon Ang said that progress towards gender equality starts with one small step - and that is encouraging open conversations on diversity and equality and advocating for practical initiatives from flexible working hours to mentoring programmes.

Strength in numbers

"There is strength in numbers. When more organisations come together, we can do more to help bring equitable recovery for all," said Ms Ang.

Above all, Ms Siow finds that on the individual level, it is important for females to always challenge the status quo and speak up for themselves.

"Sometimes we are limited by ourselves. Know your voice and what you really want to do. Don't be afraid to share your own dreams and go for it," she said.