Recruit more women in tech to create a competitive and diverse environment

Review maternity leave policy 

Arrange a women-focused workshop for mentoring or technical training

Paid Parental leave: Paid maternity leave has been extended from 16 to 20 weeks, and paternity leave to 15 days

 High-Po Workshop for Women: 2-day immersive learning experience where female managers are provided with safe space to reflect on their career journey, while empowering them to excel in and maximise their career   

Time off for Mental Health – Sick leave entitlement extended to cover mental health issues

Commit to developing our [email protected] Singapore chapter as the employee resource group which creates networking, mentoring, training, leadership, and community building opportunities for women from all backgrounds

Commit to inspire and educate children and young adults to pursue their interests and careers in STEM. For example, seeding student’s interest in tech through structured programs like AWS Educate which involves K-12 outreach for Secondary schools, and AWS Academy which provides ready to teach cloud curriculum to benefit Polytechnic and University students, providing them with internship, traineeship and career opportunities

Engage female students in schools

Provide additional education and training, to strengthen awareness and knowledge on gender diversity and inclusion

Establish a Women in Tech employee resource group

Engage with students at higher education institutions

Expand Internship and Graduate Programmes for Young Women in STEM

Setting quantitative aspirations for recruiting women in digital projects and review aspirations realization on a biannual basis

Ensuring BCG has gender-neutral job descriptions for tech-related positions

Setting and biannually review the aspirations to have equal retention and promotion rates for women and men in digital projects

Organizing a women networking event targeting women in digital spaces

BHP Technology mentoring program – where our Technology employees are mentored by more senior BHP leaders to help progress and support their careers.  Cross Industry mentoring is also important, to bring outside ideas into BHP and widen the worldview of our Women in Tech, so BHP are also committed to industry mentoring programs run by Dell, and WIMAR ( Women In Mining And Resources ) in Singapore

Making  BHP’s language more inclusive in our technical documents, contracts, emails and work instructions. The Technology team has changed the way we use traditionally oppressive language to ensure we eliminate gender bias, racially divisive and non-inclusive language from our work environment

Cultivating a Technology I&D Council to bring awareness to I&D issues within BHP, stimulate conversations and progress towards a more inclusive environment for all, tracking against a range of goals - publishing a quarterly Technology I&D Dashboard, and metrics agreed with the Technology Leadership Team

Promote internal Women Mentorship programme - As part of a wider mentoring programme, "Women Mentoring" is an initiative for colleagues to lean on and be mentored by other inspirational and influential women. Women who are mentored by women feel more supported, and can better relate to the challenges and aspirations by sharing their own experiences, challenges and successes

Establish a Women in ByteDance Council - The Women in ByteDance Council will be the voice of the region and specific markets, to represent our female employees in every aspect of our workplace environment and community. The council will drive the agenda and facilitate initiatives on empowering women in ByteDance, challenging norms and biases, and engage on local priorities and policies

Create a Women in ByteDance Community - Create a platform where female colleagues can connect over shared experiences, give and receive advice, empower and support one another through our challenges and successes. The community aims to provide the safe space and resources to help our colleagues achieve their personal and professional goals

To nurture and build on our newly formed structure for all Women in Carousell: ‘CarouFemme’ so as to create a support structure and a sense of belonging

To improve diversity in functions and teams so as to invigorate diversity of thought across the organisation

To heighten the awareness of the 'one of a kind' and to encourage the amplification of minority voices

To organise/support a female mentorship session or programme

To hold a panel discussion featuring key female leaders in the field 

To organise/support a Female-only Technical Workshop

Build and nurture a strong pipeline of women talent in technology – Launch DBS Women in Tech Conference, Partner with United Women Singapore (Girls2Pioneer) to encourage female youth towards STEM related degrees and careers 

Develop women in tech through training and mentoring – Grow and retain talent within the organisation through various internal and external mentoring and networking events including the IMDA Mentor Connect

Champion women in tech through dedicated recruitment and development programmes – Organise specially curated hiring programmes to increase the percentage of women hires in Technology ( such as DBS Women in Tech virtual hiring )

Set up Women in Tech Resource Team

Commit public to diverse leadership

Conduct executive coaching & professional development

Organise/ sponsor events for networking across companies for Women in Tech

Organize a learning journey for female students aimed at sparking interest in a meaningful cybersecurity career

To have at least 50% of interns taken into Ensign in 2021 to be females

Jointly organize a female youth symposium involving female youths and industry professionals, in partnership with AiSP’s Ladies in Cyber Charter.  

Organise special outreach events for recruiting female tech talent

Implement events/programmes or participate in schools' career day to interest girls in STEM careers 

Internship/networking/mentorship programmes for higher education institutions' students

Provide public commitment to women participation in Tech 

Enhance mentorship programme with a 50/50 hiring goal for gender diversity 

Provide opportunities for Mom to re-enter workforce with roadmap for advancement in Career in Tech

Tackle unconscious bias by rolling out unconscious bias training for all employees

Recruitment

•  Talent Acquisition to focus more efforts in sourcing for and surface more female tech profiles
•  Ensure diverse interview panels (at least 1 female interviewer) for all interviews

Female Talent Engagement & Development

•  Establish female tech network and mentoring circles to help junior female talent find concrete and meaningful support from female peers and leaders to do well  in their roles and in the GIC environment
•  Actively build strong gender representation in the top talent bench so as to nurture the next generation of female technology leaders in GIC

To drive mentorship and development of female talents, particularly the young and return-to-work groups, to help bolster our female tech talent pool in SG

Strengthen awareness and knowledge on gender diversity and inclusion across the organization, through education and training

Establish a [email protected] employee resource group, to lead and chart future initiatives to support the development and retention of female employees

Attract

•  Hiring of women tech talent
• Partner with schools/academia to increase Women in Tech
• Partnership with Placement Agencies and Women Organisation
• Feature IBM women speakers in seminars, conferences and conventions

Develop  

• Push for women education in IBM with various women training sessions to support them in the workplace

Retain

•  Women ASEAN Business Resource Group 
• Flexible work options
•  Review and update policies for women employees
• External partnership to increase exposure
• Advocate internal recognition

Curate an industry-wide movement - SG Women in Tech to attract, retain and develop girls and women in tech 

Participate in mentorship programmes (as mentor and mentee) to grow women tech talent within IMDA and in the tech industry

Seed students' early interest in tech e.g. through career awareness activities or tech skills development for pre-tertiary girls

Promote career opportunities for Women in Tech in Virtual Career Fairs

Promote internship opportunities for Women in Tech with Polytechnics/ITEs/Universities

Offer academic sponsorship to high potential females in the organisation and providing roadmaps for their career advancement

Coaching and personal development sessions for women employees

Appropriate HR interventions to support family life by empowering women to manage their working hours flexibly as they need to take care of their families while managing their deliverables

Internship and mentoring programmes in place to develop youths. We will put additional efforts to encourage female youths to join our internship programmes

Set up a Women in Tech support team comprising of CEO, HR manager, Operations Manager and Marketing Manager

Company participation in SGTech Career Support Group to inspire women interested in tech

To encourage and enable female undergraduates to pursue cybersecurity careers through activities such as career talks, and book prizes

To promote cyber literacy and better the understanding of cybersecurity career pathways

To build a Kaspersky WiT resource team to heighten confidence of female professionals in cybersecurity through mentorship and coaching

 Be an equal opportunity employer where our workplace practices are based on meritocracy and not subject to any form of biasness

Commit to promoting an inclusive culture within the organization by raising awareness of gender equality and workplace diversity through various activities and programmes. This year, we are running an Inclusive Leaderships and Behaviours programme for our people managers to learn about subconscious biases impacting their daily work situations

Work with academic institutions to conduct campus outreach programme, career talks, networking sessions targeting to attract female tech talents into the industry

Kobe is committing to upholding fair, gender-neutral hiring practices that ensure equally-qualified women have equal employment opportunities

Kobe will carry out executive coaching and mentorship for female employees, both to develop them within their existing roles and to offer career guidance and personal support where needed

Kobe is pledging to ensure the availability of internship programmes for interested female students from higher education institutions 

Participation in recruitment events/activities which support the hiring of women in tech

Concerted outreach to girls schools on cyber careers, awareness and tech knowledge - Our KPMG Cares team reaches out regularly to schools on these topics. This year, we will make a concerted effort to reach out to more girls schools

Champion and provide recommendations for diversity and inclusion in publications where possible. For example, KPMG is co-writing a publication with Real Estate Developers Association in  Singapore (REDAS) on the Built Environment and one of the key insights is around the huge gap in digital talent for the sector based on the current interim result findings. We can make a mention against the backdrop of gender digital divide and digital gender gap, supplemented with face-to-face interviews

Dedicated Women Resource Team - Lenovo has set up a WILL (Women in Lenovo Leadership) employee resource group dedicated to drive diversity and inclusive in the workplace in order to hold fast to the public commitment to a diverse workplace and leadership 

Mentorship Programs - Lenovo has a regional mentorship program dedicated to the female employees. It maps a female mentee to a mentor in accordance to the objectives that the female mentee aims to achieve out of the mentorship program 

Seed interest in STEM education - Lenovo will continue to drive initiatives that promote interest and exposure to STEM education at a young age, particularly Technology in order to build a strong pipeline of talent for the future

Create equal opportunities for women to take on Leadership roles by increasing the inclusivity of our hiring practices, attracting a more diverse set of talent and nurturing meaningful relationships that lead to opportunities. In 2021, a key initiative to drive this focus will be diverse slates of candidates and interviewers for our leadership roles

Accelerate career growth of existing female talent by building a leadership pipeline through focused development programs.  A key initiative in this space is EmpowerIn, an annual cohort program (now in its fourth cycle). The last 3 cycles of the program have been very successful with in-person and hybrid (in-person and virtual) models. However, in 2021 we commit to running the first fully virtual cohort successfully

Build a people manager population who are world class at inclusive leadership. Managers are responsible for hiring and promotion decisions, coaching and developing people on their teams which comprise of folks with different gender orientations, abilities and backgrounds. Recognizing that leading inclusively and mitigating bias will take sustained focus, we have rolled out an inclusive leadership framework and our managers across the globe, now engaging in a live-virtual learning course called Leading with Inclusion. By the end of 2021, all of our people managers in Singapore will complete this course

Scale locally in Singapore our award-winning Girls4Tech™ education program, designed for girls ages 8-16, aims to create future problem-solvers. Based on STEM principles, Girls4Tech was  developed in conjunction with our top engineers and technologists to showcase Mastercard’s payments technology, incorporating our deep expertise in encryption, fraud detection, cybersecurity, AI, data privacy, and more

Support research to enable women’s empowerment

Drive targeted events or initiatives (mentoring, external/internal speakers, etc) to support development of women leaders through our internal Women Leadership Network

Organize learning and engagement session(s) with McKinsey’s global women tech leaders to provide role models and to inspire more local women in tech

Provide guiding insights on supporting the inclusion and advancement of women in tech, as part of McKinsey’s Women in the Workplace research

Conduct professional development session(s) to cultivate leadership skills and to build a peer support community for women in tech

Microsoft Corporate Activities

• Organise Monthly Women At Microsoft Event 
• Microsoft INCLUDE 2021 Virtual Event on 17th March

Empower Others to Achieve More

• Organise Microsoft SG Codess for University students. Codess provide a platform for networking events and workshops where female coders can mentor, share advice and experiences, and motivate each other to achieve professional goals
• Partner with NUS Women In Tech for speaker sessions targeted for tech talents

Spark early passion for tech with Girls

• Organise Annual DigiGirlz Program : Platform for Secondary school girls to learn about careers in technology, connect with Microsoft employees, and participate in free, hands-on computer and technology workshop

To build a female talent pipeline

To drive women mentorship and sponsorship programs

To launch initiatives to inspire women to embark on a career in tech

Set up a Cross-Divisional Women in Tech Resource Team

Conduct Professional Coaching and Reverse Mentorship

Work With Community Partners to Organise Networking Events

Expand Internship and Graduate Programmes for Young Women in STEM

Invest in equity to achieve equality - Deliver the inaugural Women in Tech Summit for Oracle women, investing in top technical talent to enhance innovation, product development as well as technical capability and career advancement

Commit to increasing representation of female leaders and experts across the organization - through targeted development and engagement activities, empowering current and future generations of Oracle women leaders

Organize and sponsor events that foster professional networks - creating an environment of growth and retention of Oracle women leaders

Grooming the next generation female leaders (examples of initiatives are PayPal Women Luminaries Program, internships, etc.)

Creating more opportunities for our female employees (one way is through our affinity group, Unity, which aims to help our female employees thrive and provide them with growth opportunities)

Talent pipelining and attraction of female tech talent (examples of initiatives are recruitment events/career talks targeting female students)

Form a Pensees' 'Women in Tech' Committee - to roll-out of whole year activities for women in tech, for example our HR is currently planning an International Women's Day Celebration for our office

Organise women-related talks during International Women's Day and other days of the year, to promote women well-being; such as talks on bust care, symptoms of breast cancer, etc.

Raising the profile of 'Women in Tech' at Pensees by writing feature stories and publicising them through our digital media platforms

Nurture our growing female talent in technology by offering executive coaching to females in tech at PwC Singapore 

Amplify the voices, achievements and challenges of women across diverse backgrounds and drive their personal career goals forward by creating 'Lean In' circles and safe spaces across the firm

Collaborate with educational institutions and exchange sharings with female students around careers in STEM, showcasing the journeys of our female tech talent in PwC Singapore

Ensure that a minimum of one interviewable candidate for positions across senior role vacancies (i.e director and above) and fresh graduate/internship opportunities is female

Conduct anti-bias training for all hiring managers 

Execute regular women-only school outreach programs (Secondary and tertiary level) in collaboration with other participating WIT companies

Conduct school outreach programs for secondary and tertiary students

To showcase success stories of the Women at Razer through internal communications channels and social amplification programs

To facilitate networking opportunities for and with phenomenal women across the tech industry

Internal Corporate Activities/Resources - To grow Salesforce Women's Network (SWN) members and participations. The Salesforce Women’s Network is instrumental in achieving the goal of 50% women leaders, across all levels and geos, and representative of all Equality Groups at Salesforce, to empower and inspire all employees to lead in their own lives without limitation

To host Virtual Mentorship programmes with benficiaries/schools. 30 min conversations between employees working within Salesforce to raise awareness about the breadth of roles available within the industry amongst women. Whether they are mothers, women returning to work after a short/long break, high school students or university students

To host Networking Opportunities (SWN Circles) monthly. SWN Circles is a virtual safe-space discussion on women supporting women. Facilitators will have a scheduled program with pre-determined dates and access to a curated library of resource materials incl. intro video and discussion guide

To host #IamRemarkable programs monthly to improve self promotion motivation and skills of women

Build internal Inclusive Leadership Succession - Ongoing: part of a Leadership Experience and Development program we have launched in Southeast Asia with two cohorts- aspirational leaders and senior leadership successors. Nominations are based on succession readiness and gender diversity

Continue to build a targeted pipeline with gender diversity - Ongoing: changing the way we attract talent by nurturing select talent communities. Run targeted talent win events led by our talent attraction team (we have had dedicated cohorts of early talents and/or females) to engage with them through an immersive experience whilst increasing brand visible and nurturing pipeline for selected types of roles

Launch of an SAP Women Founders’ Forum (new for 2021) - This initiative will provide female founders access to mentors and experts to walk them through the processes, how to integrate to SAP technology/, learn from other startups that have already integrated to SAP offerings, in addition to providing mentorship on other areas as such financial advice and scaling. We are aiming not only to inspire more women to start startups, but more importantly help women who already have started startups become more successful with access to the right resources

Leadership stance on promoting diversity and gender equality

Gender equal HR policies and practices

Dedicated content and event series promoting SG WiT

Implement structural interventions (e.g. dedicated facilities, new policies) to better support women (e.g. mothers) in the workplace

Develop mentorship programs within the company to enable professional development across the organization

Increase visibility of female role models to foster interest in the Tech sector and inspire the next generation of leaders

Feature female employees and leaders in Shopee's communication platforms - to support gender diversity across different roles and levels.

Train, coach and mentor female employees through talent programmes - to provide access to training and professional development for both men and women.

Feature Shopee's female spokesperson(s) at webinars or events for students, graduates or working professionals - to inspire more women to join the tech sector and spark their interest in tech careers.  

Organize special outreach events for recruiting female tech talent such as internships, career talks. 

Set up Women in Tech Resource Team

Mentorship Programme for coaching and development

To encourage and grow women in tech, by organising internal and external events. E.g. speaking panel for International Women’s Day, Networking session for female employees etc

To seed students’ interest in tech by Implement events/programmes to interest girls in STEM careers, e.g. Singtel-SUTD women in tech scholarship 

To celebrate women’s successes and our everyday heroines by featuring their stories on social media

Encourage networking within ST Engineering and with external partners through sharing of best practices and experiences

Build pipeline of women talents and offer mentorship and sponsorship for individuals on women in leadership professional development

Create awareness of diversity @ work and organise events/webinars/feedback sessions and support groups within ST Engineering

To implement Total Experience™ (TX) programme and to work with schools, IHLs to provide internship, networking and mentorship opportunities; for female students to be exposed in areas such as Technology, CX and Product Design 

Conduct executive coaching and professional development for female talents and to provide equal access to both men and women

Launch a new HR initiative to support employees with dual-roles such as working mom and caregiver to elderly parents to be given flexibility in working hours to attend to needs at home. Company to provide an additional of 2 days of family leave programme for working mom/caregivers

On-site Nursing room (Structural workplace intervention)

Mentorship Program (Coaching & Professional Development)

Seeding students’ interest in Tech via Internship Program

Create ERGs and allyship programs for our female employees and roll out a Women in Leadership program 

Review our maternity and paternity leave policies and advocate for flexible work arrangements

Conduct career talks with secondary schools to create awareness about career opportunities in the industry for students and with parents"

Internal Corporate Activities and Resources

• Co-host events between the Women and Asian Employee Resource Group during International Women’s Day 2021. 

Mentorship & Professional Development

• Work with an external consultant or organization to provide public speaking workshops to our APAC female employees. 

Networking Opportunities 

• In Q3/Q4 2021, we will host a Candid Conversation event in Singapore focused on providing opportunities for external guests to come learn and join Unity Technologies