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From intentionally creating access and equity to offering mentorship and sponsorship, these leaders share one simple goal: to build workplaces where women’s voices aren’t just heard, but truly valued and included.
- With inputs from Sarah Gideon, Umairah Nasir, and Tracy Chan.
Although progress has been made, full gender equality remains far from reality. According to the United Nations, women worldwide still hold only 64% of the legal rights enjoyed by men.
In this International Women’s Day series, the HRO team speaks to HR and business leaders across the region to uncover how they are opening space for women to speak up, be their best selves, shape decisions, and influence the organisations they help lead. Their insights highlight the practical, everyday actions that make empowerment not just aspirational, but real.
This is just the beginning – more voices and stories will follow in the coming weeks. Stay tuned!
Adrita Datta, Head of Human Resources, BAT (British American Tobacco)
One of the most meaningful ways I empower the women around me is by intentionally creating access and equity – not just in words, but through action. I actively mentor and advocate for women, encouraging them to step confidently into underrepresented spaces such as field sales leadership and factory operations leadership – areas traditionally perceived as “men’s work”. Watching them thrive and deliver outstanding results has been incredibly rewarding and a powerful reminder of what becomes possible when opportunity meets belief.
At an organisational level, I champion inclusive and progressive policies that truly support people through different stages of life – from enhanced maternity and paternity benefits to flexibility and wellbeing initiatives. I firmly believe that real empowerment isn’t about advancing women alone; it’s about building systems that enable everyone to succeed, creating a broader and more sustainable societal impact.
We’ve also strengthened support across critical life stages such as caregiving and menopause – topics that were once considered taboo but are now approached with openness, respect, and dignity. For me, empowerment means normalising these conversations and ensuring that no one feels they have to choose between their personal realities and their professional aspirations.
Because when we create environments where women feel supported, seen, and trusted, performance follows – and so does progress.
Carolynne Claveria, President, Henkel Philippines
At Henkel Philippines, I’m fortunate to work alongside many inspiring women – those excelling in leadership, those advancing in their careers, and those thoughtfully exploring how to balance work with their personal aspirations.
In every conversation, I strive to empower them by reminding them that their choices should not be shaped by external pressures or limited by societal expectations of what women “should” do. What matters most is choosing a path that reflects their own values and dreams, free from judgment.
I’m grateful that Henkel continues to support women like me in confidently pursuing the paths we choose.
Charmaine Ho, Director of Premium Services - Hotel, Marina Bay Sands
In leading my team, I am committed to empowering both women and men by ensuring every voice is heard. Whether through pre-shift briefings, service recovery discussions or creative ideas to surprise and delight, I want my team to feel trusted and confident in taking ownership.
I am especially intentional about supporting those who have bravely transitioned from other industries. By understanding their challenges and offering personalised guidance, I hope to build capability and a belief in their true potential.
My advice is simple: the best views come after the toughest climbs, and no one should have to make that climb alone.
Jenny Yu, Partner, JSM
As a lawyer, I believe the most effective way to advance gender equality is to promote awareness.
As a committee member of JSM’s Gender Equality Network (GEM), I am proud to contribute to a firm-wide initiative aimed at promoting gender equality across our colleagues, clients, and our wider community.
Through GEM, I actively attend and support events that empower women in their career development, foster mental wellbeing, and provide mentoring to female interns, helping them build confidence in their professional journey.
Empowering women is not symbolic, it strengthens retention and the long-term resilience of the legal profession for future generations of lawyers.
Akanksha Batura Pai, Executive Director, Sinoda Shipping Agency
One thing I am consciously doing is building visible, practical pathways for women to enter and grow in maritime and logistics. That means mentoring young professionals, opening doors to industry networks, recommending women for panels (including the ones happening at the much-awaited APM) and leadership roles, and advocating for policies that support career continuity.
Empowerment is not a slogan – it is sponsorship, representation, and creating psychologically safe spaces where women can lead confidently. If each of us intentionally pulls one more woman forward, we shift the system, not just the statistic.
Cindy Tan, CEO, GMO Singapore
One of the most meaningful ways I empower women is through mentoring and sponsorship – personally and deliberately. Earlier in my career, a senior colleague gently nudged me to reach out, have broader conversations, and explore perspectives beyond my role. That simple act of encouragement changed my trajectory and shaped who I am professionally today. It’s why I now try to do the same for others.
Within GMO and in our industry, I pay that forward by mentoring women, actively sponsoring talent, and adapting frameworks (such as CFA Inclusion Code for Singapore) – through leadership development and collaboration to scale inclusive practices across the industry.
Jennifer Tam, Partner, Simmons & Simmons
Empowering women, to me, means sharing wisdom, offering support, and lifting another woman as we rise. In a profession where gender disparity exists particularly at senior levels, I am mindful of using my platform to recognise women’s contributions, advocate for their growth, and create spaces where they feel seen, valued, and safe to be their authentic selves.
Often, it is the small, human gestures that matter most. When we each help smooth the path for the next generation, we build a legacy of progress.
Angel Mathew, Head of Human Resources, New Relic
For me, it’s all about making sure the quietest voice in the room is still heard. I try to be an intentional ally. Whether that’s speaking if a woman is being interrupted, or supporting someone to find the confidence to claim her own space in a competitive environment.
We need to move past this stiff, formal mentorship and create a real ecosystem. Especially with AI changing everything so fast, nobody has the perfect answers anymore. We need ‘collective intelligence’. I’d love to see more ‘judgment-free zones’ where women can support each other without the pressure to be perfect 100% of the time. We should encourage ‘think-aloud’ sessions –sharing messy first drafts or half-finished logic. If we make it safe to brainstorm together before the final sign-off, we get rid of that fear of looking ‘incompetent’ and actually start growing together.
Dina Sitopu, People & Performance Director, Indonesia, The Kraft Heinz Company
I empower women to be courageous and thrive in every role they choose to take on. As daughters, mothers, leaders, and professionals across every season of life, women deserve to grow, lead, and win. This journey is rooted in courage: overcoming fear, dare to dream big, breaking stigma, and creating a safe, inclusive, and empowering environment for women.
Through collaboration and empathetic alliance, together we create spaces where women supporting women to grow with confidence, stay focused, and unlock their full potential. This commitment aligns with Kraft Heinz Indonesia’s belief in equal opportunity, empowering women to contribute through their strengths, skills, and impact.
Hannah Puganenthran, Head of Compliance, Independent Reserve Singapore
One thing I do is consciously foster a safe space for other women to speak up, be heard, and put themselves forward. That can be as simple as ensuring that females have a seat at the table in my team’s decision-making process, and ensuring that their contributions are viewed objectively.
I also constantly remind my team that this is a two-way effort. My female colleagues need to step up, seize opportunities, and not second-guess themselves. We should actively put ourselves out there more and not be afraid of being wrong or challenged.
Alice Wong, Director of Marketing, East Asia, Airwallex
Empowerment is not measured by speed, but by the quiet endurance of its influence. Since launching ‘She Builds Beyond’ last year, my mission has been to move from isolated moments to building enduring ecosystems that break barriers for women leaders.
This year, we are taking this further by launching the Airwallex Women’s Circle – a permanent APAC platform designed for long-term growth and ‘Radical Reciprocity’. By connecting a founding cohort of visionary female leaders across the region, we are creating a ‘reciprocity loop’ where women can give and receive support meaningfully.
On a personal level, I believe systemic change begins with the individual. I’m an advocate for bringing mindfulness and a growth mindset to the forefront of leadership; by fostering internal resilience and clarity, we empower women to do more than just run businesses – we enable them to lead with sustainable purpose and global reach.
Dr Jaclyn Lee, Chief Human Resources Officer, Certis, and Chief Executive, Certis Corporate University
Empowerment starts with belonging. And belonging does not happen by accident, it has to be built deliberately, especially in an industry like security where women have not always been represented in leadership.
At Certis, that means investing in mentorship, equipping our managers to lead inclusively, and making sure development opportunities reach every woman in this organisation regardless of role or level. When a woman on the frontline and a woman in the boardroom both feel genuinely valued, that is when you know we have built an inclusive culture.
Annie Wong, General Manager, Human Resources, TFP Retail
One thing I am committed to doing to empower women around me is creating opportunities for growth at work and at home.
In the workplace, mentoring, and advocating women for equal opportunities to lead with confidence. In the home, empowerment begins with by nurturing daughter’s self-worth, encouraging independence, and teaching them to speak up, we shape strong, capable individuals. This translates to believing females are valued, limitless who will then uplift communities and drive change.
This International Women’s Day, let us continue to champion one another and build environments where women can lead, thrive, and succeed without limits.
Ayumi Nakajima, Senior Director, Content Partnerships, APAC, Pinterest
Creating a safe space to actively listen.
We can be pensive, deep-thinkers but we often bottle it up in our heads. I find that creating a safe space to simply listen helps women clear their minds and approach the problem with curiosity rather than defensiveness.
Especially in a corporate setting, it's not easy to authentically express yourself, so creating space – even if it's just a quick one-on-one meeting – can make a difference to someone's day. And you don't need to have all the answers – simply listening and asking questions can empower women to see the situation differently and energise them to take action.
Lindy Cheng, Head of People, Business Partner, ENGIE
I work closely with our female workforce to ensure their contributions are seen and valued. One way I’ve done this is by championing nominations for industry awards that recognise their achievements. Seeing their work celebrated not only affirms their impact, but also inspires other women to believe in their potential and pursue opportunities in engineering and technical roles.
Eric Lim, VP Learning & Development, ComfortDelGro
I felt that the best way to empower women is allow them to “write the script”. We can create spaces where women's voices are visible, similar to an emcee making a powerful introduction and leaving the stage for the main presenter, passing the mic. To do this, we can mentor juniors, or play the role as a reliable leader, partner and friend, and also provide a source of capability assurance to them.
It does three things: It stops “hepeating”, it temporarily ties their name to their authority, and it corrects the room. True allyship isn't about speaking for them. It's about ensuring that they have command of the room.
Photos / Provided
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