關於 gender leadership ，我們在網路上蒐集到這些相關的討論、資訊與評價

PHỤ NỮ & MBA, LEADERSHIP

Châu Á hiện dẫn đầu thế giới về tỉ lệ phụ nữ làm CEO, trong đó tỉ lệ nữ CEO của Việt Nam cao nhất trong khu vực Châu Á – Thái Bình Dương với mức xấp xỉ 25%, cao hơn khá nhiều so với mức bình quân 10% của thế giới. Tuy vậy, hiện vẫn còn các rào cản gây ảnh hưởng đến vị thế của phụ nữ trong công tác lãnh đạo như định kiến về vai trò của phụ nữ, kỳ vọng về vai trò của phụ nữ, sự khó khăn trong cân bằng cuộc sống và công việc, môi trường làm việc kém hỗ trợ…

Bàn về câu chuyện nữ giới trong kinh doanh, mình thấy có một sự kiện cực hay, online nên sẽ qui tụ các bạn nữ cả ở châu Âu và châu Á để thảo luận vô số chủ đề hay từ việc học Kinh doanh, Giáo dục tới việc xây dựng các kĩ năng mềm như Lãnh đạo và các vấn đề nổi cộm như bình đẳng giới:
- Gender Balance on the MBA, and Beyond – Why It
Matters
- Women are Less Likely to Invest in Themselves?
- Building Confidence in Female Leaders
- Unlocking Your Leadership Potential

Các anh chị em bỏ xíu thời gian nghe sự kiện online nhé. Không có livestream trên Youtube như CEO nữ Phương Hằng nhưng cả nhà vào nghe Workshop riêng đăng ký ha 🙂
Miễn phí luôn & đăng ký chỉ vài phút thôi nè.
Link đăng ký và toàn bộ nội dung của sự kiện, cả nhà nghía qua xem có topic gì mình thích không nha: https://www.accesseventsonline.com/register/brands/mba/women-and-mba-europe-and-asia-online-event-jun-2021
❤ Like và rủ bạn bè tham gia nhé ❤
#HannahEd #HannahEdEvent #scholarshipforVietnamesestudents #womenleadership #CEO #CEOPhuongHang

(English below)
Nhiều nghiên cứu chỉ ra rằng trong khi cả phụ nữ lẫn nam giới đều được hưởng lợi từ việc có một mạng lưới bạn đồng cấp mạnh mẽ, những phụ nữ có vòng tròn thân thiết với nhóm phụ nữ khác có nhiều khả năng được đề bạt vào các vị trí điều hành với quyền hạn cao hơn và được trả lương hậu hĩnh hơn. Trong khi đó, dường như không có mối liên hệ rõ ràng nào giữa yếu tố giới tính của vòng tròn thân thiết và thành công của nhóm nam giới.

Tại sao lại như vậy? Phụ nữ phải đối mặt với những rào cản về văn hóa và hệ thống tại nơi làm việc khiến họ khó được thăng chức hơn, chẳng hạn như sự thiên vị vô thức. Một cách để vượt qua những rào cản này là tạo dựng mối quan hệ thân thiết với những người phụ nữ khác. Và khi làm như vậy, chúng ta có thể chia sẻ và học hỏi kinh nghiệm lẫn nhau.

Linh rất vinh dự trở thành thành viên của Ủy ban Lãnh đạo Phụ nữ AmCham (AmCham Women in Leadership Committee). Cái tên nghe có vẻ to lớn, nhưng nói một cách dễ hiểu, chúng tôi là một nhóm phụ nữ đang cố gắng làm mọi thứ dễ dàng hơn cho tất cả những phụ nữ khác ngoài kia - những người chỉ đơn giản là đang cố gắng hoàn thành xuất sắc công việc của mình. Linh chọn đi đầu trong sáng kiến ​​về việc tạo cơ hội cho phụ nữ ở các vị trí lãnh đạo cấp cao vì ngay cả những người ở các vị trí này cũng cần có bạn bè. Linh hi vọng sẽ được gặp gỡ mọi người tại các sự kiện sắp tới của nhóm!

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Studies have shown that while both women and men benefit from having a strong network of peers, women who also have an inner circle of close female contacts are more likely to be put into executive positions with greater authority and higher pay, while there was no link found for the success of men in terms of the gender composition of their inner circles.

Why is this? Women face cultural and systemic hurdles in the workplace that make it harder for them to be promoted, such as unconscious bias. One way to overcome some of these hurdles is to form close relationships with other women. And in doing so, we can share and learn from each other’s experiences.

I am so honored to be part of the AmCham Vietnam Women in Leadership Committee. The name sounds a bit intimidating, but we’re just a bunch of women trying to make things easier for all the other women out there who are simply trying to do a great job at work. I chose to lead the initiative on creating opportunities for women in senior leadership positions because even people in senior positions need friends. Looking forward to meeting everyone at our upcoming events!

#linhthaiofficial #amchamvietnam #womeninleadership #makingadifference

WELCOMING FEMALE LEADERSHIP :
IT’S NOW OR NEVER

In celebration of Women’s Month, the theme for 2021 is #ChooseToChallenge, where we are given the choice to empower, support and encourage both men and women to challenge gender discrimination to achieve equality. Gender equality is after all a mission for both men and women. Women in Malaysia are starting to change equality for themselves and their futures. Many countries around the world have also started to place heavy importance on gender equality, and Malaysia is one of them. Societies are finally realising the importance of taking a stand to demand equality for Malaysian women.

Malaysia is a country that has accomplished outstanding economic success, becoming the 6th largest economy in Southeast Asia and 39th largest in the world. However, the country’s women leaders are still considered underrepresented because only a small number of women take leadership positions in almost every corner of the board. Gender inequality poses significant challenges to women in Malaysia because it takes away opportunities from deserving talented women. Given that Malaysia has vast natural resources and human capital have been the driving engine of its economic development, gender inequality is still a serious hurdle Malaysia needs to overcome in order for a positive growth for the nation in the economic and political/leadership spheres. To address this gender discrimination in employment, members of society need to break away from gender biases. The perception that men are naturally fit for public places and women for private areas makes women seem only suitable to “assist” men in the work place. This practice has to be put to stop.

First and foremost, the idea of women representation has to be understood and acknowledged by everyone. It is very important to address this pressing problem because women make up 48.6% of the entire population and we need more of them to become leaders to ensure that the voices of Malaysian women are heard. Who would understand us better if it is not from our own kind?

For example, with only 33 female representation from both the government and opposition (out of 222 seats) in the Malaysia’s House of Parliament, the inclusion and participation of more women representative is actually very important for us to come up with excellent policies and laws that will tackle gender discrimination, crimes against women and the implementation of women-friendly policies to safeguard women’s issue and rights.

What can female leaders do to empower and inspire future female leaders? Actively engage potential leaders by identifying and investing in women with skills and capacity to lead and give them the confidence to do so. It is crucial in any sort of leadership practice to build confidence at home, in the educational institution and even at their workplace. By creating this “safe space”, we will be able to see more young women coming to the front without hesitation and with full confidence. When the younger generation of ladies/women sees the boldness of a leading women, it will give them the sense of hope and inspiration to embrace their potential and be committed to move forward as a leader. Female leaders should utilize these qualities such as perseverance, empathy and passion.

Rome was not built in a day. Likewise, the hope of hitting and having 30% of women parliamentarians is not going to be immediate. Providing platforms and opportunities are important but it is more important to create awareness and exposure as to why we should embrace and welcome female leadership into the picture. It is not only the young girls and women that should be educated but this has to reach their family members, acquaintances and their community in order for them to help these potential future leaders to nurture and grow to be a productive, compassionate and empathetic leaders in future. A new season is approaching and one can look with optimism on the impact it will have on women’s empowerment and leadership in Malaysia. Be brave, be bold and shatter that glass ceiling because our time is now or never.

AINIE HAZIQAH
Ketua Wanita Muda Negara

#InternationalWomensMonth
#empoweringwomen

The tale of three women's struggle for justice and equalityby Indrani Kopal | 12:05PM May 24, 2012

Guppy Union was started by women workers who worked in a plastics factory in Balakong, Cheras.

Their struggle and desire to start a union started 14 years ago, when they were frustrated with their bosses for increasing their wages by a mere 10 sen.

The workers then decided to get organised to protect their interests.

The first meeting to establish a pro-tem committee was held on Nov 16, 1997.

After much hassle, the government approved the Guppy Industries Workers Union on April 2, 1998, led by a seven-member committee with Koyil Vani Saminathan as chairperson.

However, Guppy refused to recognise the union unless three-quarters of the workers joined the union, including those in the branch in Prai, Penang.

The union committee and members were left frustrated as they had not been aware of the Prai operations.

Still, the three main office-bearers - Koyil Vani Saminathan, secretary Roshamiza Muhamamd and treasurer Kanniamah Annasamy - headed for Prai to recruit members.

In spite of numerous threats, negative propaganda and dirty tricks by the factory owners to deter union activities, they were able to slowly add to the membership.

On May 30, 1998, however, the management suspended all the committee members and then sacked Koyil Vani, Roshamiza, who had worked for the company since April 1993, and Kanniamah, an employee since July 1991.

However, the 200 union members re-elected Koyil Vani as their chairperson up to 2008.

The union continued to function under the able leadership of vice-chairperson Rahiman Mansor and assistant treasurer S Visaletchumy. But on Aug 25, 2001, they were suspended and eventually sacked.

Guppy Plastic Industries rejected all attempts by Industrial Relations officers to reinstate the workers or to agree to resolve any of the disputes referred by the union.

In September 1998, the matter was referred to the Industrial Court. In May 2006, the union lost the case, but took it to the High Court two months later. In 2009, victory was theirs.

However, the unhappy company appealed in October 2011, leading to a verdict in its favour on Feb 21, 2012.

Under Koyil Vani, the union had also championed a gender discrimination case for 11 years against the management. --

In June 2001, 30 women workers above the age of 50 were forced to retire after a new handbook of employment regulations was introduced by the company, in which the retirement age was stipulated.

Eight of them filed a complaint with the Industrial Court. In 2008, it decided in their favour, finding that the difference in retirement age constitutes gender discrimination.

Guppy Plastic Industries sought a review and in 2010, the High Court overturned the decision.

The eight then filed an appeal, but this was dismissed by the Court of Appeal on March 21, 2012 in a unanimous decision by a three-member bench.

Justice KN Segara said the company was merely following its own employment regulations and that it is the industry norm to have different retirement ages.

For 14 years, these women had battled double oppression, for being women and for being a union member, in a country that is signatory to the UN Convention on the Elimination of all Forms of Discrimination Against Women.

This is their story.

Cameraworks by Navin Kumar Perianen
Edited by Indrani Kopal