Creating an inclusive workplace that supports women’s professional growth requires more than policies; it demands a cultural shift in behaviour. While many organisations focus on structural changes, everyday interactions and attitudes significantly impact career advancement for women. Encouraging positive workplace behaviours can help break barriers and foster an environment where women can thrive.
This is particularly relevant in Southeast Asia, where diverse cultural norms influence workplace dynamics. Many organisations are taking steps to close gender gaps, but challenges remain. By cultivating supportive leadership, mentorship, and equal opportunities, businesses can create pathways for women to succeed and contribute meaningfully to the workforce.
Active sponsorship and mentorship
Sponsorship and mentorship are critical for career advancement, yet women often have less access to influential advocates. Sponsors actively promote female employees for leadership roles, while mentors provide guidance and support. Encouraging senior leaders to sponsor talented women and establishing mentorship programmes—such as Singapore’s BoardAgender or Malaysia’s Women in Leadership initiatives—can create stronger career trajectories and open doors to new opportunities.
Encouraging assertive communication
Women are often socialised to be accommodating rather than assertive, which can impact their ability to advocate for themselves. Encouraging women to express their ideas confidently and supporting them in negotiations for salaries and promotions can level the playing field. Organisations should provide communication training and create spaces where women’s voices are heard and valued. Programmes like Thailand’s Women’s Empowerment Principles initiative offer regional support in fostering gender-inclusive workplaces.
Providing equal access to stretch assignments
High-visibility projects and stretch assignments are crucial for career growth, yet women are often overlooked for these opportunities. Managers must ensure assignments are distributed equitably, giving women the chance to build strategic skills and demonstrate leadership potential. Implementing unbiased project allocation processes can help create equal pathways for career progression. Companies in Indonesia, such as GoTo Group, have begun integrating equitable talent development policies to address this gap.
Addressing bias in performance evaluations
Performance reviews often reflect gender biases, with women receiving vague feedback while men receive actionable growth advice. To counter this, organisations should implement structured evaluation criteria that focus on measurable outcomes rather than subjective impressions. Training managers to recognise and mitigate biases in assessments ensures women receive fair and constructive feedback that fosters career development. Southeast Asian corporations, including DBS Bank and Grab, have introduced structured performance assessment tools to reduce bias in evaluations.
Normalising work-life balance for all employees
Women frequently bear the brunt of work-life balance challenges, with societal expectations placing additional pressures on them. Creating a culture where work-life balance is normalised for all employees, including men, helps remove the stigma women face when utilising flexible work options. Encouraging leaders to model healthy work-life integration can drive systemic change and create a more supportive environment. Regional examples include the Philippines’ expanded maternity leave policies and Vietnam’s flexible work arrangements, which promote a more inclusive workplace culture.
By fostering these behaviours and integrating regional best practices, organisations in Southeast Asia can empower women to advance professionally. A workplace that champions equal opportunities benefits not just women but the entire organisation.
