Gender Diversity Benchmark for Asia 2014 - Key Findings · Gender Diversity Benchmark for Asia 2014...

Gender Diversity Benchmark for Asia 2014- Key Findings

Fern NgaiCEO, Community Business

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 2011.

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 2011

2. 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

Participating Companies

32 Participating Companies

HONG KONG

HONG KONG Profile – By Company Size

HONG KONG Numbers at a Glance

Performance of HONG KONG Companies

Companies with > 50% Women

Regional Level Hong KongRegional Level Hong Kong

The Enabling Environment

101.1 days

Maternity Leave Paternity Leave

87.1days

5.2days

5.0days

Regional Level Hong Kong

Flexible Work Arrangements

Support for Working Parents

• 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

Regional Level Hong Kong

Women’s Networks

Regional Level

Hong Kong

Professional Development Programmes

Senior Male Executive Champions

Male Champions of Gender Diversity

The report also features profiled interviews with 12 male senior executives who are champions of gender diversity

Observations and Recommendations

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

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

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.

©2015 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.

Key Findings -A Regional Review

Key Findings – A Regional Review

Top Performer: MalaysiaWorst Performer: India

Top Performer: ChinaWorst Performer: India

CHINAHONG

KONGINDIA 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

Arrangements93.1% 90.0% 95.2% 88.5% 88.2% 96.7% 92.2%

Support for

Working Parents65.5% 70.0% 71.4% 80.8% 52.9% 73.3% 69.9%

On Ramping

Support34.5% 30.0% 57.1% 76.9% 23.5% 50.0% 45.8%

Women’s

Networks55.2% 63.3% 85.7% 69.2% 29.4% 63.3% 62.1%

Professional

Development 65.5% 66.7% 76.2% 80.8% 41.2% 73.3% 68.6%

Gender Diversity Benchmark for Asia 2014 - Key Findings · Gender Diversity Benchmark for Asia 2014...

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