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 organisations tackle this situation?
- Recognize the role of women as both working adults and main care-givers in the home with a significant part of child-raising responsibilities. Allow women workers the flexibility to manage both roles through the provision of flexi-hours and the alternative to work-from-home.
- Increase the number of women in leadership roles and develop the next level of female working populations
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?
- Dell Malaysia, like our host country Malaysia is represented by multiple ethnic groups of various religions, gender, ages, levels of disability, backgrounds, lifestyles and cultures. We embrace diversity and inclusion as a business imperative. We support Dell's Global Diversity strategy as a whole and have developed our unique approach around diversity and inclusion by focusing on specific initiatives to ensure we create an ideal environment for a diverse and talented workforce, work in an inclusive culture where everyone is engaged and make a difference in our own community, workplace and in the world.
- It is important to remember that gender diversity matters in the workplace, because the experiences and talents of our team members help our business succeed. Experiences matter as those individuals with broad and extensive experiences in both their professional and personal lives are most likely to offer unknown, applicable solutions or improvements that are useful in increasing productivity and solving problems.
- In inclusive cultures, difference is appreciated. Inclusive cultures do better on retention, customer satisfaction, productivity and profitability. In inclusive cultures both men and women feel valued, included and supported. As a result, they will be more engaged. Higher engagement is linked with higher retention, productivity and profits. The two explanations come together in a virtuous circle. Engagement and inclusiveness themselves drive results. They make it more likely that women (as well as men) will stay with the organization, do their best work and reach their full potential. The result will be gender diversity at all levels, which will contribute to the best outcomes.
- Malaysia Wise is an employee resource group that champions the interest of Dell Malaysia's female team members. Our objectives for Malaysia Wise are aligned with the objectives of Wise across the region, namely to:-
- Strengthen Dell's position as an employer of choice for women
- Nurture professional and personal growth in our female team members
- Facilitate and drive increased female representation at all levels in Dell Malaysia
- Expand & deepen Wise as an Employee Resource Group (ERG) in Asia
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?
We recognize that a diverse workforce is critical to exploring new ideas and creating innovation. First, it is critical that our employee base reflects the cultures and backgrounds of our customer base. Second, we believe that bringing together diverse perspectives, views and ideas creates a more innovative environment in which each individual and each team can learn, grow, and do their best work.
We actively recruit women by sponsoring professional conferences, career fairs and community events with multicultural organizations. Dell also offers a wide range of resources and avenues for all employees to grow their careers. These include:
Wise: A Dell Employee Resource Group that represents a community of team members whose interest aligns with women's issues, rooted in accelerating the role of women in the workforce.
Mentor Connect: Dell's formalized mentorship tool allows any Dell team member to register and identify a mentor. The program also allows any team member to sign-up and offer mentorship services to others.
Connected Workplace: Dell's program enables team members to find new ways to work that drive business results, focusing on the value of results rather than how, when or where the work gets done. It gives team members more flexibility allowing them to better manage their work-life balance.
Women Powering Business: A company initiative that strives to help women entrepreneurs and technology leaders expand their networks while offering capabilities to help them use technology to do more.
Dell Women's Entrepreneur Network (DWEN): As part of the Women Powering Business program, DWEN brings together women business owners from around the world to share best practices, build business opportunities through collaboration and access new resources. Now in its third year, the network provides hundreds of business owners with actionable advice and tools. The cornerstone of the program is an annual Dell-sponsored event that spotlights female entrepreneurial success and creates an atmosphere where women can connect with one another, share best practices, build business opportunities and recognize women's influence in business and technology.
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?
Dell believes smart work practices are fundamental and that long hours and face time should not become a proxy for effectiveness. Evolving the way we work, for example, flexibility in the locations from where team members conduct business will foster individual and team efficiency.
Dell team members have embraced the Connected Workplace, our enterprise-wide and global strategic business initiative to create a highly mobile, collaborative and agile work environment that enables team members to grow and thrive while ensuring Dell delivers on our business strategies and objectives. Since its launch in fiscal year 2010, the Connected Workplace enrolment increased by 11%, with 18,000 team members. Twenty-two sites in 18 countries are now under the Connected Workplace umbrella, and we have a roadmap for offering the opportunity to new sites in all regions in which we operate.