Gender diversity has become a priority agenda item for policymakers and business leaders internationally. How can gender diversity add value to your organisation? How can it add or improve business and financial performance?
Diversity brings fresh perspectives and dynamic insights as we are all different culturally and by experience. This then gives greater depth and context to the corporate conversations we have as we build strategy and plan smart execution. Generally, women are said to have a higher emotional quotient and many organizations today value this trait in employees for team work and customer relationship building. Within GE, we have some very capable women leaders in C suite positions contributing significantly to business and financial performance. But they are there purely on merit, not a decision that was gender-based. In GE Malaysia, about 19% of our women employees are in the leadership bracket. Overall, women make up 47% of our workforce in Malaysia.
Does your organisation have any policy or KPIs emphasising on female talents? What systems or tools has your organisation put in place to attract women on career hiatus to rejoin the workforce?
Our evaluation processes are based purely on merit. At GE, we have an established women’s network which is a solid platform for women leadership development, education and professional growth. We believe in inspiring our workforce and ensuring employees feel they are valued. The GE Women’s Network has over 165 hubs in more than 45 countries. GE also supports the returning of women to the workforce. In Malaysia, we partner with Talent Corporation and the Ministry of Women, Family and Community Development in this area. GE tracks the participation of women at all levels of the organization as a way to see where and how we can improve.
Nowadays, flexible work arrangements (FWA) and support facilities are preferred by women with families. Does your organisation provide these? If yes, can you share more details on these?
If not, can you share your and your organisation’s view on FWA and support facilities? Would you propose and implement any of the FWA or support facilities in your organisation? If you do, which will your management team support to take-up?
We have facilities in our office such as a feeding room for nursing mothers. More importantly, GE provides all employees a flexible work arrangement and women tend to opt for flexible working hours and to work from home when required.