According to the World Bank, participation by women in the workforce in Malaysia stands at 46%, which is low by international standards compared to neighbouring countries such as Indonesia, Vietnam and Thailand. What do you think are the reasons and how can organizations tackle this situation?
46% is a low number relatively but in Malaysia context it is comparable even to US which has recorded similar percentage. The situation in Malaysia is really not worrisome as women is already participating actively in all economic sectors, in fact, we see more women dominating in education, public services, factory, financial, medical and even making in-road in oil & gas. They are also recognized and hold several senior management which indicate, at national level, the country is doing pretty respectable in addressing this matter.
We also have to consider the male to female ratios of the neighboring countries that have more female to male which account for slightly higher percentage of women in the workforce as opposed to our ratio.
As the country has reached pretty low unemployment rate relatively in the range below 4% ( if I am not mistaken) , pushing to higher percentage of women in the workforce does not make any sense. Where are these additional women going to come from.
Gender diversity has become a priority agenda item for policymakers and business leaders internationally.How can gender diversity add value to your organization? How can it add or improve business and financial performance?
Our organization allow staff to compete on equal opportunity base on skills, competency and performance. There is not strong need to have gender diversity as we are practicing openness and merit based. Gender diversity may be a priority agenda item for policymakers and business leaders internationally as they may be such a bad shape that they have to have a policy to accommodate this gaps.
Does your organization have any policy or KPIs emphasizing on female talents? What systems or tools has your organization put in place to attract women on career hiatus to rejoin the workforce?
MIMOS focus on getting the right talent for the job without putting gender criteria. We have no issue attracting women with top talent and PhDs into the organization with competitive packages.
Nowadays, flexible work arrangements (FWA) and support facilities are preferred by women with families. Does your organization provide these? If yes, can you share more details on these?
Mimos provides on-campus and excellent facility for children kindergarden and school going student transit (after school hour) with qualified teaching staff to manage in order to ease the women with families in their daily routine to reduce the stress of bringing up family and concurrently building career. This is one of our organization strong retention for high performance and talented women. Their kids are guided with many activities to improve their academics performance and extra-co curriculum activities plus award and recognition for TOP examination results.