Embracing gender differences is the way to succeed

“Lack of recognition of basic differences men and women have like career cycles, communication styles, or attitudes to power is enough to eliminate one gender and prefer the other” notes Avivah Wittenberg-Cox, CEO of 20-first, one of the world’s leading gender consulting firms, and author of Seven Steps to Leading a Gender-Balanced Business. The author of the article published in the Harvard Business Review argues that “denying the existence of differences between men and women was a useful phase to go through, but now that the reality of gender has changed, so should our approach”. To read the full article click here.

Women’s leadership: How to close the gender gap in Asia

Asian Development Bank had an interview with Dr. Astrid Tuminez to discuss the issue of women’s leadership in Asia and the ways to improve the advancement of women in high-levels of management. Read the interview here.

WPLA marks International Women’s Day 2015

This year to mark the International Women’s Day, WPLA in collaboration with the LKYSPP Bridging Gender and Policy Group partnered with the leading tech companies to host a panel discussion. The event was widely attended by the students, staff and members of the public.

Photo Courtesy of Bridging GAP Group

The panel discussion focused on “Women Leaders in Technology: Why We Do What We Do?” and featured a panel of four remarkable women leaders from such tech companies as Microsoft, HP, Twitter and ConneXionsAsia.

  • Amelia Agrawal, Regional Director of OEM Marketing, Microsoft
  • Elizabeth Hernandez, Vice President, Corporate Affairs, Asia Pacific & Japan, HP
  • Frederique Covington, International Marketing Director, Twitter
  • Rosaline Chow Koo, Founder and CEO, ConneXionsAsia

Dr. Astrid S. Tuminez was the moderator of the discussion.

The panelists shared their unique personal stories of how they achieved career success in the technology sector and the challenges they encountered along the way, whether the work-life balance is a myth, and how they contributed to the success of their companies.

One of the takeaways of the event relates to the risk women associate with the career in tech: “Are women less risk-taking, therefore less attracted to high-stakes tech industry? There is a steep learning curve that requires some confidence to take, not just in tech. Mentors need to convey to girls that it’s important to take risks.”


Photo Courtesy of Bridging GAP Group


Study: Female Representation in Top Asian Companies Lags Behind Western Counterparts


Source: Harvard Business Review.

According to a recent study by the 20-First consultancy group, 60% of the top U.S. companies now have at least two women on their executive committees.

However, Asian companies have yet to see equal female representation in their executive committees. The survey revealed top Asian (including Australian) companies are “still dominated by men.”  Close to 90% of the Asian companies surveyed have less than two women on their leadership team.

Click on the image to read the Harvard Business Review article.


Narrowing the C-Suite Gender Gap

A recent Harvard Business Review article provides valuable advice to female leaders. The author states               that although the gender gap in mid-level management has narrowed in recent years, less than 5 in 100 Fortune 500 CEOs are women. Recent research concludes women fall short in becoming intentonal and specific in their efforts to drive their careers, factors impacting their ability to secure a place in the C-suite.

The article quotes a recent study that analyzed the performance of 12 of the highest ranking female executives in large, global organizations and 1 Fortune 500 company. The research concluded that “like their male counterparts, the highest-performing women had in common a strong orientation toward achievement. But more than men, this was manifested as a lifelong focus on continuous learning, which helped them prepare for the roles they took as they moved upward.”

However, these traits did not guarantee proactive career management. Some of the factors for this trend include women’s failure to be specific in their goals to drive their career up a particular ladder, their hesitation to take promotions or international assignments and failure to speak up for opportunities to advance their career.

The author offers valuable advice for women:

“Those who want to move all the way up must create opportunities to understand how the organization works, how it makes money, and who its key people are. And they need to do so early in their careers.”
The article provides valuable advance for career advancements as well as the role of managers in promoting talent in their organizations. Read more at HBR.

Slow Progress in Asian Executive Boards

The recently released “Diversity Scorecard 2012: Measuring Board Composition in Asia Pacific” reveals that progress in improving diversity in executive boards across Asia’s leading companies has been slow. Most countries’ boards now have a slightly higher percentage of female directors, with female directors accounting for 16.7 percent, up from 11.2 percent in 2010.

Click on the link to read the full report.

Source: Korn Ferry Institute.

A Roadmap For Aspiring Female Leaders: Recently Launched ICEDR Report

Think you have what it takes to make it to the top?

The recently launched ICEDR Research focuses on helping rising women leaders who aspire to reach the upper ranks of global corporations. The report titled “Taking Charge,” draws insights from interviews with more than 60 high-powered women.

The goal of the report is to provide a roadmap for aspiring young female leaders by outlining the secrets of women who have defied the odds and have succeeded in leadership positions at renowned global corporations. The report focuses on three ways women can take charge of their professional and personal life: Explore, Own and Replay.

Source: International Consortium for Executive Development Research.


Read the full report: ICEDR.