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Women should be promoted to leadership positions: experts

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HCMC – Enterprises and organizations should promote women to leadership positions to reduce the gender gap, said experts at a virtual event themed “Unleashing new waves of women leaders” held on November 17.

At the event, jointly held by the American Chamber of Commerce in Vietnam and ManpowerGroup Vietnam, Uyen Ho, director of global public affairs at Intel Products Vietnam & Malaysia, stated that organizations are revamping their recruitment, retention and talent development strategies to ensure a level playing field. These companies are backing up well-meaning intentions for gender parity.

Those with an inclusive mindset will emerge as attractive places for talent, which will help improve their financial performance.

Gender diversity in a sustainable way leads to the greater success of women in executive leadership positions, Uyen noted, adding that enterprises and organizations should ensure fairness in hiring, and apply policies of equal pay and benefits for males and females.

Meanwhile, women should believe in themselves, understand their strengths and weaknesses, set goals to achieve and be persistent.

According to ManpowerGroup, women make up more than 50% of the global workforce, but less than 25% of women occupy senior leadership roles.

Carine Rolland, People & Culture Director in Asia Pacific & Middle East at ManpowerGroup, said 42% of leaders believe flexible working is the key to getting more women in leadership and 33% of leaders say that better policies would reduce gender bias.

According to Thai Van Linh, an investor, mentor and mother, female-led companies have seen a significant increase in deal sizes, with the total capital raised by female-founded startups in 2018 reaching US$46.3 billion and the combined exit value for female-founded startups in 2018 amounting to US$26.3 billion.

She advised limited partners to invest in gender-balanced funds, ask the uncomfortable questions and mentor the mentors.

In addition, general partners should have at least one female investment director, take the call from women, collect data and conduct an inclusive drive at portfolio companies.

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