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Malaysia
Customer Implementation Engineer, Zero Trust Services
N/A
Philippines
Sr. Customer Solutions Manager, Customer Solutions Management
N/A
Philippines
Senior Account Manager
N/A
Philippines
Senior Account Manager
N/A
Singapore
Sr. Partner Business Development Specialist, Analytics - ASEAN, Partner Core
N/A
Singapore
Partner GTM Lead - Asia Pacific & Japan
N/A
Singapore
Solutions Architect, AGS - Technology - Field - APJ - SA CSC
N/A
Singapore
Program Manager, Partner Sales - Asia Pacific & Japan
N/A
Singapore
Telco Sales Leader
N/A
Singapore
Executive Communications Manager (APJ), AWS, AWS Partner Organization
N/A
Singapore
Senior Process Development Engineer, Network Product Development - Optics
N/A
Singapore
APJ Marketplace PSA, Partner Core Tech
N/A
Singapore
Business Analyst, ASEAN Sales Strategy Operations and Enablement (SSOE), GSO - APJ Sales Operations
N/A
Singapore
Senior Supply Chain Analyst, AWS Power & Cooling (PAC)
N/A
Singapore
Senior Financial Analyst, AWS Global Sales
N/A
Singapore
INFORMATICA DEVELOPER
N/A
Singapore
Business Development Representative - Outbound (ASEAN) (Bahasa Malaysia-speaking)
N/A
Singapore
Business Development Representative (Mandarin and English Speaking)
N/A
Singapore
Business Development Representative, Cantonese and English Speaking
N/A
Singapore
Total Rewards Senior Analyst
N/A
Singapore
Front Desk Coordinator
N/A
Singapore
SALESFORCE TECHNICAL ARCHITECT
N/A
Singapore
BUSINESS ANALYST - PAYMENTS AND CASH MANAGEMENT
N/A
Malaysia
Enterprise Services Manager
N/A
India
Partner-Led Technical Account Manager (Partner-TAM), ES - INDIA
N/A
Japan
シニアアカウント営業(ISV/SaaS), ISV/SaaS第三営業本部
N/A
Japan
Global Automotive Solutions Architect, Auto - SA Account
N/A
Equal pay for equal work. That’s just common sense!
Flexibility improves morale, increases productivity and company performance.
Women with mentors feel more supported and satisfied with their career.
Advance your career with an employer that supports female leadership.
Parents are happier and more engaged at work when they have paid parental leave.
If you're ready to restart your career, you need support and training for the transition.
It takes a village to raise a child. What's better than facilities right at your workplace?
Providing mothers the privacy and comfort they need when returning from maternity leave.
Sponsorship program is critically important to keep the talent pipeline full and enable women to successfully climb the corporate ladder.
Continuous learning is critical to keep up with the evolving changes in every jobs.
We need more women representation in leadership because it leads to more inclusive policies and initiatives.
Having a network of women to reach out to, discuss and champion women initiatives at work.
We help our clients advance the world through the power of people and the Microsoft ecosystem. This applies to our people as well as our clients and their customers. We know that the world of technology changes fast. Finding time to learn new skills to keep up with technological advances can seem daunting, whether you’re looking to take your first steps in tech or have years of experience under your belt. The Avanade Academies are designed to help you on this journey, whatever your start position is. Through immersive, hands-on training, we help you jump into a technology career, change specialities, or deepen your knowledge in a specific area, including opportunities to earn Microsoft certifications. Get paid to learn and get to know Avanade’s culture at the same time.
In the era of #GirlBoss and female empowerment, the rallying cry of "women supporting women" has become a mantra for progress and solidarity. Yet, beneath the surface, the dynamics of female relationships can be complex, sometimes blurring the lines between allyship and competition. Is it possible that the concept of women supporting women isn't always as straightforward as it appears? Let's delve into this intriguing topic.The Myth of Sisterhood While the idea of women lifting each other up is celebrated, the reality often falls short of this ideal. In a society that pits women against each other in a constant battle for validation and success, the concept of sisterhood can feel like a distant dream. Competition and comparison can breed resentment, leading to behaviors that undermine rather than uplift fellow women.The Frenemy PhenomenonEnter the "frenemy" – a term coined to describe someone who superficially appears to be a friend but harbors jealousy or hostility underneath. In the realm of women supporting women, frenemies can lurk in the shadows, disguising their envy with compliments or passive-aggressive remarks. This toxic dynamic erodes trust and camaraderie, hindering genuine connections among women.Navigating Competition and CollaborationStriking a balance between competition and collaboration is essential for fostering healthy relationships among women. While healthy competition can drive personal growth and ambition, it's crucial to recognize when it crosses the line into destructive territory. Genuine support for other women involves celebrating their successes without feeling threatened by them and offering a helping hand when needed.Empowering Authentic FeminismTrue feminism extends beyond lip service to women supporting women; it requires dismantling systems of oppression and advocating for equality for all genders. Embracing intersectionality and amplifying marginalized voices are integral to fostering an inclusive feminist movement that uplifts women from all walks of life. By challenging patriarchal norms and standing in solidarity with one another, women can create a more equitable and supportive world for future generations.The concept of women supporting women is a nuanced one that requires careful examination of the dynamics at play. While it's essential to celebrate moments of genuine connection and empowerment, we must also acknowledge the existence of frenemies and the complexities of female relationships. By fostering a culture of authenticity, collaboration, and intersectional feminism, women can truly uplift each other and pave the way for a more inclusive and equitable future.
In the ongoing pursuit of gender equality in the workplace, the persistent issue of pay disparity remains a focal point of concern. Despite strides made over decades, the discrepancy in earnings between women and men persists across various industries and job roles. A report from the United Nations in 2023 underscored this reality, revealing that women, irrespective of geographic location, continue to earn substantially less than their male counterparts. Globally, the gender pay gap stands at an alarming 20 percent. In response to this glaring inequity, one solution gaining momentum is the implementation of pay transparency. But does it hold the key to narrowing the gender pay gap? Let's delve deeper into this pressing issue.The Gender Pay GapBefore delving into the role of pay transparency, it's crucial to understand the gender pay gap itself. This disparity refers to the difference in average earnings between men and women, often attributed to various factors such as occupational segregation, unconscious bias, and caregiving responsibilities. Despite equal pay legislation in many countries, the gap persists, highlighting the need for effective interventions.Defining Pay TransparencyPay transparency encompasses the extent to which an employer openly shares pay-related information, spanning three dimensions: outcome transparency (actual pay figures, such as levels or ranges), process transparency (criteria for determining pay), and communication transparency (open dissemination of pay-related information to employees and job candidates). Alongside pay transparency lies the principle of pay equity, often described as "equal pay for equal work." It involves compensating individuals equally for comparable work, skills, and contributions, while considering non-discriminatory factors like geographic location. Pay equity initiatives entail thorough analyses of workforce and compensation data to identify and rectify gaps, with a focus on fostering organizational trust, transparency, and accountability. As noted by Catalyst HR in their blog post, "Take Note: Employees Want Pay Transparency. Smart Companies Are Listening," successful implementation of pay transparency initiatives requires attentive consideration of employee preferences and expectations.The Benefits of Pay TransparencyProponents of pay transparency emphasize its potential to level the playing field and address systemic inequalities. By shining a light on salary discrepancies, organizations can identify and rectify any instances of gender-based pay discrimination. Moreover, transparency fosters trust and fosters a culture of fairness and equity, ultimately boosting employee morale and retention.Challenges and ConsiderationsDespite its potential benefits, implementing pay transparency is not without challenges. Some employers may be hesitant to disclose salary information, citing concerns about privacy, competitiveness, and potential backlash from employees. Additionally, there's a risk that transparency alone may not fully address underlying issues such as unconscious bias or systemic barriers to advancement.In conclusion, while pay transparency holds promise as a tool for addressing the gender pay gap, it is not a cure for all. It must be accompanied by comprehensive efforts to tackle the root causes of inequality, including addressing unconscious bias in hiring and promotion processes, promoting diversity and inclusion initiatives, and providing support for work-life balance. Nevertheless, by embracing transparency and fostering a culture of fairness and accountability, organizations can take meaningful steps towards closing the gender pay gap and creating a more equitable workplace for all. Discover your next career move with companies committed to equality and fair pay! Explore our latest job opportunities with Companies the Care who provide equal pay initiatives and many more!
Imposter syndrome is a common phenomenon that affects many capable women, causing them to doubt their abilities and fear being exposed as frauds despite evidence of their competence. In this article, we'll delve into the reasons why imposter syndrome disproportionately affects women and provide practical strategies for overcoming it. By understanding the root causes and adopting empowering techniques, women can break free from the grip of imposter syndrome and embrace their true worth and potential.The Gender Gap in Imposter SyndromeWhile imposter syndrome isn't exclusive to any gender, research indicates it disproportionately affects women. According to a 2023 Forbes article, 75% of women executives experience imposter syndrome in the workplace. Despite their education, certifications, and training, many find it challenging to embrace their worth and identity. Consequently, they often overwork themselves, refrain from seeking assistance, and shy away from voicing opinions or pursuing demanding roles. Societal expectations, cultural norms, and gender biases play significant roles in fostering these feelings of inadequacy. Women in male-dominated fields or juggling multiple roles may face heightened pressure, compounding their self-doubt. Recognizing these unique challenges is pivotal in devising effective empowerment strategies.Internalized Messages and Self-DoubtWomen are often bombarded with internalized messages that undermine their confidence and self-belief. From a young age, they may receive subtle or overt messages that they are less capable or deserving than their male counterparts. These societal messages can lead to deep-rooted feelings of self-doubt and inferiority, making it difficult for women to recognize and celebrate their achievements. Overcoming imposter syndrome requires challenging these internalized beliefs and reframing negative thought patterns to cultivate self-compassion and self-assurance.Perfectionism and Fear of FailurePerfectionism is another common trait among women with imposter syndrome, driven by a fear of failure and a desire to meet unrealistic standards of success. Women may feel pressure to excel in every aspect of their lives, from their careers to their personal relationships, leading to constant stress and anxiety. To overcome imposter syndrome, women must learn to embrace imperfection and recognize that failure is a natural part of the learning process. By reframing failure as an opportunity for growth and self-discovery, women can break free from the cycle of perfectionism and pursue their goals with confidence and resilience. As motivational speaker and author Mel Robbins reminds us, “I may not be perfect, but I am worthy.”Building Confidence and Self-EmpowermentOvercoming imposter syndrome requires building confidence and self-empowerment through intentional practices and mindset shifts. Women can start by acknowledging their achievements and strengths, no matter how small, and reframing negative self-talk with positive affirmations and self-validation. Seeking support from mentors, coaches, or peers can provide valuable perspective and encouragement, helping women recognize their value and potential. Additionally, practicing self-care and prioritizing mental and emotional well-being is essential for maintaining resilience and self-assurance in the face of challenges.Imposter syndrome is a pervasive issue that affects many capable women, undermining their confidence and self-belief. Whether it's challenging internalized messages, overcoming perfectionism, or building confidence through self-empowerment practices, there are many effective techniques for breaking free from the grip of imposter syndrome. With perseverance, self-awareness, and support from others, women can overcome self-doubt and thrive in all aspects of their lives.You may also check out our latest job opportunities with Companies that Care who provide mentorship programs, sponsorship programs, raise the number of women in leadership, and many more!
Systems Engineer
Vice President & Channel Chief, Asia Pacific & Japan
CEO, Singapore at Mercer
Managing Director, Singapore and Brunei at Cisco
Head of Human Resources, Singapore and ASA
Head of Operations, Corporate Risk & Broking Asia Pacific
Vice President , Chief International Counsel
Vice President Human Resources, ASEAN & SAGE at Oracle
Business Manager, APAC COO, Group Regional President's Office
Head of Talent Acquisition APAC & EMEA