Achieving gender equity in the workplace requires a strategic approach beyond traditional diversity initiatives. While many organisations have taken steps toward inclusion, systemic barriers still hinder progress. Implementing structured frameworks can create lasting change by embedding equity into organisational policies and practices.
In this last installment of our 4-part “women series,” let’s dig deeper into how, by adopting targeted strategies, companies can create environments where women thrive professionally. Addressing issues such as pay gaps, biased hiring, and leadership representation ensures equal opportunities. These five frameworks provide a structured approach to fostering gender equity and ensuring workplaces support and empower women at all levels. A sustained commitment to these frameworks can reshape workplace culture, making inclusivity and fairness integral to business success.
Pay transparency and equity audits
Unequal pay remains a significant issue, often hidden by a lack of salary transparency. Regular pay audits help organisations identify and address wage gaps. Publicly sharing salary bands and ensuring fair compensation structures promote trust and accountability. Establishing clear criteria for pay raises and promotions further drives gender pay equity. Organisations that conduct thorough wage assessments and adjust discrepancies contribute to long-term fairness and employee retention. Governments in Southeast Asia, such as Singapore and Malaysia, have begun advocating for greater pay transparency through regulatory frameworks, pushing businesses to prioritise equitable compensation practices.
Bias-free recruitment and promotion practices
Unconscious bias affects hiring and promotions, limiting women’s career advancement. Structured hiring processes, diverse interview panels, and blind resume reviews help reduce bias. Clear promotion criteria and leadership development programmes ensure equal opportunities for career growth. Bias training for hiring managers reinforces fair decision-making. Implementing data-driven selection methods and mentorship initiatives further enhances diversity in leadership pipelines. Companies across Southeast Asia are adopting AI-driven recruitment tools to mitigate bias and increase objectivity in candidate evaluations, ensuring merit-based hiring.
Flexible work policies and parental support
Rigid work structures disproportionately impact women, especially working mothers. Flexible work arrangements, extended parental leave, and childcare support enable employees to balance work and family. Making these policies accessible to all employees reduces stigma and fosters an inclusive workplace. Encouraging a culture where both men and women utilise these benefits normalises work-life balance and supports long-term career progression. Leading firms in Southeast Asia, such as those in Indonesia and the Philippines, have introduced hybrid work models and subsidised childcare to enhance employee well-being and retention.
Leadership accountability and gender targets
Setting measurable gender targets for leadership positions ensures organisations actively work toward equity. Holding leaders accountable through performance evaluations and linking diversity goals to incentives drives systemic change. Regularly reviewing progress sustains commitment to gender equity. Organisations can further strengthen their approach by incorporating sponsorship programmes that advocate for high-potential women in leadership roles. Studies indicate that Southeast Asian firms with gender-diverse leadership outperform their peers in innovation and financial growth, making gender targets a business imperative.
Workplace safety and anti-harassment policies
A safe workplace is essential for gender equity. Enforcing strict anti-harassment policies, providing confidential reporting channels, and taking swift action against misconduct create an environment where women feel secure. Regular training on workplace safety and respect reinforces a culture of accountability. Establishing clear support systems, such as employee resource groups and legal assistance, further ensures that workplace safety measures are effective and trusted. Countries like Thailand and Vietnam have strengthened legal protections against workplace harassment, pushing businesses to adopt more comprehensive safety policies.
