Women in a “Man’s World”? Sure!
The financial services industry being known to be male-dominated: what is Nikko Asset Management Asia doing to embrace gender diversity in the workplace?
19 Sep 2019 Interviews Recruitment
Ms Evelyn Lum, Head of Human Resources at Nikko Asset Management Asia, shares her thoughts on how companies can help women succeed both at work and in life.
The challenges faced by every individual are unique. Women tend to take on the role of primary caregivers and handle day-to-day chores, among other responsibilities. Also, most mothers are hesitant to pursue a full-time career, even if offered a competitive compensation package – they need support both at home and at work. At Nikko Asset Management, we believe that putting family first does not mean you cannot have a meaningful career. This is why we have been offering flexible working arrangements on an informal basis since 2011, as part of efforts to consider individual situations and challenges that require different forms of support. While it is not always possible to meet every need, we do our best to provide the flexibility and support our people’s needs.
Q: What is currently being done to create an inclusive corporate culture in recognition of the needs of women at the workplace?
Our company has a culture that is supportive of women and working mothers. In fact, we recently embarked on our first Women’s Leadership programme to create a space to empower our female leaders and groom them to be champions of change. Currently, 30 per cent of our female staff are in senior positions. We strive to enable our female employees to continue in or re-join our workforce by fostering an environment that provides the support they need.
Q: What can organisations do to build a workplace that recognises and counters gender discrimination?
Put in place policies against gender discrimination such as having strict guidelines about hiring based on merit. Nikko Asset Management is fortunate to have a very enlightened senior management that puts this into practice. Organisations can also make a conscious effort in engaging staff to build a culture that is inclusive and free of gender discrimination.
Q: What advice can you give to companies looking to create a more progressive and inclusive corporate culture for women?
Start with bite-sized initiatives and programmes. It could be as simple as conducting open conversations with female staff in support of their career development. It could also involve talking to a female employee who is planning for a family, to understand her concerns and the level of support she needs. Additionally, a focus group may be useful to help generate some ideas that matter to women in the organisation.
Q: Why is it important to develop an inclusive and progressive workplace environment for women, especially in today’s world?
We have an educated female talent pool in Singapore, a high-potential resource which can be harnessed in light of current challenges such as labour shortage and an ageing population.
Q: As a woman in the workplace, what advice do you have for young women about to enter the workforce?
While the future is unpredictable, it is important to have personal and professional goals and pursue them. When pursuing a career, know that there is a time for everything – a time to work on career advancement, a time for your loved ones, and a time to step back and reassess your goals and make adjustments as you go along. The important thing is for one to be prepared to adapt and adjust along the way.
This article first appeared in the July – September 2017 issue of Upbeat.