Gender Diversity Benchmark for Asia Key Findings

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Jade Arnold
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Gender Diversity Benchmark for Asia 2014 - Key Findings Fern Ngai CEO,

2 Background The leading gender diversity benchmark study for Asia Conducted in 2009, 2011, and 2014 Geographical scope: China, Hong Kong*, India, Japan, Malaysia* and Singapore Provides: Quantitative data representation of women at junior, middle, senior levels and total workforce in Asia Qualitative data enabling environment and insights from senior male executive champions * Hong Kong and Malaysia are covered from Community Business Limited. All rights reserved. 2

3 Research Objectives 1. Present data on the representation of women at different levels in MNCs across different markets in Asia - tracking performance and analyse trends since 2009 and Enable companies to compare: Own performance across key markets in Asia Performance with other leading multinational companies 3. Assess the extent to which MNCs in Asia have an enabling environment in terms of policies and programmes in place to support the advancement of women 4. Interview male champions to understand their role in creating a workplace culture that is more inclusive of women 2015 Community Business Limited. All rights reserved. 3

Performance of HONG KONG Companies Companies with > 50%

11 The Enabling Environment Maternity Leave Regional Level Hong Kong Paternity Leave Regional Level Hong Kong > > days 87.1 days 5.2 days 5.0 days 2015 Community Business Limited. All rights reserved. 11

13 Support for Working Parents The Enabling Environment 43.3% offer career coaching and/or counselling 30% of companies provide on-ramping support to help women return to work after a career break 20% of companies provide facilities for nursing mothers in the workplace Several companies have an employee network for working parents 2015 Community Business Limited. All rights reserved. 13

executives who are champions of gender diversity

17 Male Champions of Gender Diversity The report also features profiled interviews with 12 male senior executives who are champions of gender diversity 2015 Community Business Limited. All rights reserved. 17

19 Observations Encouraging signs of progress Strong representation at junior and middle levels Gender parity an achievable goal But: Widening gap in performance Regional averages remain low Leaking pipeline an on-going challenge Demonstrated commitment to creating enabling environments Existence of policies and programmes does not necessarily correlate to strong performance Senior executives optimistic and committed to driving positive change Wider cultural context exerts a strong influence 2015 Community Business Limited. All rights reserved. 19

20 Recommendations Continue to create an enabling environment through policies and programmes Recognise that policies and programmes alone may not be enough Focus on creating the right culture and recognise that this starts with leadership Engage men on the issue and work with them to drive the solution Focus on the business value of diversity and inclusion Continue to track and benchmark performance 2015 Community Business Limited. All rights reserved. 20

21 Thank You! All information in this document is provided for general information only and is not in the nature of advice. It should not be relied upon for any purpose and Community Business Limited (CBL) makes no warranty or representation and gives no assurance as to its accuracy, completeness or suitability for any purpose. Inclusion of information about a company, programme or individual in this publication does not indicate CBL s endorsement. Where cited, you should refer to the primary sources for more information. This report does not necessarily reflect the views of CBL member companies or the sponsors of this report. CBL reserves the right to make alterations to any of its documents without notice Community Business Limited. All rights reserved. Reproduction and dissemination of this document (in whole or in part) is not allowed without prior written permission of Community Business Limited and due acknowledgment of authorship. If use of this document (in whole or in part) will generate income for the licensee, prior written permission to that effect must be obtained from Community Business Limited. To obtain permission, write to ip@communitybusiness.org Community Business Limited. All rights reserved. 21

Key Findings A Regional Review Top Performer: Malaysia Worst

Key Findings A Regional Review Top Performer: China Worst Performer: India Top Performer:

Key Findings A Regional Review Top Performer:

The Enabling Environment CHINA HONG KONG INDIA JAPAN MALAYSIA S PORE REGION Maternity Leave 100.

4% Flexible Working Arrangements Support for Working Parents On Ramping Support Women s Networks

9% 73.3% 69.9% 34.5% 30.0% 57.1% 76.9% 23.5% 50.0% 45.8% 55.2% 63.3% 85.7% 69.2% 29.4% 63.3% 62.

27 The Enabling Environment CHINA HONG KONG INDIA JAPAN MALAYSIA S PORE REGION Maternity Leave 100.0% 100.0% 100.0% 100.0% 100.0% 100.0% 100.0% Paternity Leave 100.0% 93.3% 95.2% 84.6% 100.0% 100.0% 95.4% Flexible Working Arrangements Support for Working Parents On Ramping Support Women s Networks Professional Development 93.1% 90.0% 95.2% 88.5% 88.2% 96.7% 92.2% 65.5% 70.0% 71.4% 80.8% 52.9% 73.3% 69.9% 34.5% 30.0% 57.1% 76.9% 23.5% 50.0% 45.8% 55.2% 63.3% 85.7% 69.2% 29.4% 63.3% 62.1% 65.5% 66.7% 76.2% 80.8% 41.2% 73.3% 68.6% 2015 Community Business Limited. All rights reserved. 27