Singapore Founder Mia Hoang Wins Global TiE Women… March 26, 2026
Latest News
News
SusHi Tech Tokyo 2026 to Champion Inclusive Innovation… February 26, 2026
CES 2026: A Global Tech Stage Amplifying Women’s… January 4, 2026
NEW APPOINTMENTS
Cinn Tan Appointed Chief Commercial Officer at Millennium… March 31, 2026
Yubico Appoints Poupak Modirassari Enbom as Chief Marketing… March 31, 2026
Henkel appoints Kingsley Lim to expanded APAC role… January 4, 2026
Shyn Yee Ho-Strangas Rejoins Horwath HTL Pacific Asia… December 16, 2025
Dialogues
Breaking Barriers: Srijay Ghosh of Temus on Transparency and Inclusion To Drive Innovation
In the rapidly evolving technology landscape, diversity and inclusion are more crucial than ever. Srijay Ghosh, the founding member and chief revenue officer at Temus, a digital transformation services firm headquartered in Singapore, brings a wealth of experience and insights to the table. Srijay oversees the execution of Temus’ vision-to-value proposition and is responsible for all revenue-related and client-engagement segments
Creating Space for Working Parents: A Community-Led Approach to Inclusion
For many women, the transition into motherhood continues to coincide with one of the most demanding phases of their professional lives. The result is a familiar pattern across markets, where women enter the workforce in strong numbers but gradually drop out at mid-career. For Tena Pick, Founder of Coro Space, this challenge is not theoretical. It is rooted in her
Driving Inclusion: Mukul Anand of HSBC Singapore on the Path to Workplace Equality
With nearly two decades of experience in the financial services industry, Mukul Anand has played a pivotal role in shaping HR strategies that foster inclusion and diversity. Head of Human Resources at HSBC Singapore, Mukul shares his perspectives in this exclusive conversation with the Collective for Equality, on various aspects of gender equality and initiatives undertaken at HSBC Singapore to
Building Inclusive Leadership Pipelines in Tech Requires Intentional Action, Says Hitachi Vantara’s Wendy Koh
As digital transformation and artificial intelligence continue to reshape industries across the Asia Pacific region, the technology sector is opening new pathways for diverse talent. Yet while more women are entering technology roles, ensuring that they advance into leadership positions remains a persistent challenge. According to Wendy Koh, Vice President and General Manager for Asia Pacific at Hitachi Vantara, organisations
Cinn Tan Appointed Chief Commercial Officer at Millennium Hotels
SINGAPORE, March 31, 2026 – Millennium Hotels and Resorts has appointed Cinn Tan as Chief Commercial Officer, reinforcing its leadership team as the group advances its global brand and commercial strategy. Cinn brings more than three decades of international hospitality experience across Asia Pacific, China, Europe, and the United States. In her new role, she will oversee the group’s global...
Yubico Appoints Poupak Modirassari Enbom as Chief Marketing Officer
SINGAPORE, March 31, 2026 – Yubico has appointed Poupak Modirassari Enbom as Chief Marketing Officer, as the company strengthens its global go-to-market strategy amid rising demand for phishing-resistant authentication solutions. Enbom joins the cybersecurity firm at a time when organisations are accelerating the shift towards modern identity security frameworks, driven by the growing complexity of AI-enabled threat landscapes. In her...
Japan’s Workplace Diversity Challenge: Can Innovation Outpace Culture?
Japan is often recognised for its technological sophistication and industrial strength. However, when it comes to workplace diversity, particularly gender inclusion, the country continues to face structural challenges. As platforms such as SusHi Tech Tokyo 2026 highlight the rapid evolution of the Tokyo innovation ecosystem, the question of inclusion is becoming increasingly relevant. Can innovation progress faster than long-standing cultural...
Women Founders in Japan: Breaking Through One of Asia’s Toughest Startup Ecosystems
As Japan accelerates its efforts to build a globally competitive startup ecosystem, a fundamental question remains unresolved: how inclusive is that ecosystem for women? Platforms such as SusHi Tech Tokyo 2026 are positioning the country as a hub for future cities innovation, bringing together startups, investors and policymakers from across the world. Yet behind this global narrative lies a structural...
Creating Space for Working Parents: A Community-Led Approach to Inclusion
For many women, the transition into motherhood continues to coincide with one of the most demanding phases of their professional lives. The result is a familiar pattern across markets, where women enter the workforce in strong numbers but gradually drop out at mid-career. For Tena Pick, Founder of Coro Space, this challenge is not theoretical. It is rooted in her...
Point of view
Give to Gain: Why Mentoring is a Leadership… March 6, 2026
Make It Personal: Leading Your Teams For Diversity… April 2, 2025
Ensuring Gender Equality in the Modern Workplace March 18, 2025
The Three Cs To Building An Inclusive Work… March 17, 2025
Equality Collective
Blogs
From Margaritas to Marketing: Battling Imposter Syndrome with… November 22, 2024
Navigating Microaggressions and Tokenism: Empowering Women in the… September 27, 2023
The Challenges to Breaking the Bias and Getting… March 22, 2022
thought leadership
While Myanmar has seen gender equality initiatives and programs for a long time, workplace gender equality is quite a new topic an...Read More
While Myanmar has seen gender equality initiatives and programs for a long time, workplace gender equality is quite a new topic and so it does pose some challenges for BCGE. Not very different from the global perspective, there is a widely held belief that gender equality is a women’s issue and something that NGOs and Government need to deal with. This led us to develop some unique approaches and strategies. Kyawt Kay Thi Win, Business Coalition for Gender Equality (BCGE)
Writing in one of her blogs, Bhavana Bindra has said, the problem lies in understanding the root causes of perceived biases agai...Read More
Writing in one of her blogs, Bhavana Bindra has said, the problem lies in understanding the root causes of perceived biases against bringing in women. Some of these can be very practical issues which may or may not be overcome. For organizations with the true intent of moving the needle, the best way to do it is to get into each and every role that exists, evaluating it for its amenability to be gender diverse.
So very well said! #MorePowerToHer
#genderequality #womeniconz #letsbreaktheglassceilingtogether #men4change
For over 25 years, Serene Sia has worked in the largest business-software companies and has a reputation for delivering outstand...Read More
For over 25 years, Serene Sia has worked in the largest business-software companies and has a reputation for delivering outstanding results and building strong teams. She believes talent development is critical and companies need to adapt to build the workforce of the future.
#womenleaders #womenintech #letsbreaktheglassceilingtogether #womeniconz
Womenomics — a concept coined by Kathy Matsui, chief Japan strategist for Goldman Sachs — is a policy strategy ...Read More
Womenomics — a concept coined by Kathy Matsui, chief Japan strategist for Goldman Sachs — is a policy strategy based on research demonstrating that closing the gender gap in formal labor force participation would counter Japan’s aging workforce and boost GDP by 13 to 15 percent.
In 2013, Japan adopted “womenomics” as a core pillar of the nation’s growth strategy, recognizing the power of women’s economic participation to mitigate demographic challenges that threatened the Japanese economy.
https://lnkd.in/dK-jvSP
#womenpower #genderequality #equalitycantwait #letsbreaktheglassceilingtogether #womeniconz
RECENT REVIEWS
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As I am Independent Development sector professional, i have felt disparity between men and women wages, though work doubly hard to prove oneself."
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I am happy and proud working at Landesa. We are mission and values based organisation and I thoroughly enjoy my work here."
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The company is male dominated. Lack of automation. Long working hours. High attrition rate. Shortage of labour in Logistics Industry."
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Always gender biasness is there. They show they are doing much for females but exactly not"
Voices
Datin Paduka Marina Mahathir
Noted socio-political activist and writer, Malaysia
We need more pro-active measures to diversify the workplace and elevate women and give them their due and put an end to Manels - discussion panels where there are no women at all.
Shanti Shamdasani
President, ASEAN International Advocacy, Indonesia.
Men must educate other men, who behave “less dignified” when it comes to women and to make these “men” aware that women and men are same.
EMPLOYER SPEAK
DBS Bank
Embracing gender equality at the workplace is important for Singapore because of three factors. “First, Asia is talent short, and so looking far and wide is crucial to finding the best. Embracing gender diversity allows us to tap into a wider talent pool where others may not be looking,” he told the Business Times.
“Second, it helps ensure that as an organisation, we have a multiplicity of views and perspectives that is helpful in preventing groupthink. “Third, having women in leadership creates a virtuous circle. It is motivating to our younger female colleagues to know they can rise to senior positions on merit. Being seen as a progressive organisation also makes us an attractive employer to prospective talent.”
Singapore Exchange (SGX)
“We are gratified to be recognised for our efforts to embrace diversity and opportunities at our workplace and in the community. We are convinced that diversity widens the depth and breadth of our collective skills and perspectives, which drives innovation and leads to better long-term performance. Our female colleagues also help build a stronger culture of mentorship and collaboration in the office. Half of our employees are female while close to 30% hold senior positions. By disclosing our workforce diversity statistics as part of our broader sustainability practices, we hope other companies will be encouraged to do the same.”
City Developments Limited (CDL)
CDL values diversity as a strategic advantage that enhances decision-making in the workplace. The insights harvested from people of different skills, experiences, gender, age groups and cultures have been invaluable in helping CDL stay relevant, cultivate a more engaged workforce, and furthering the organisation’s endeavours.
Tech Mahindra Limited
At Tech Mahindra, we value individual differences and focus on providing equal opportunities to all our associates. For us, diversity of every kind is a priority – whether it is diversity of nationality, age, gender, thoughts, or abilities, and our constant endeavour is to build a workplace that is ‘intentionally’ diverse.
