Blogs by tag - Leadership

10 Ways to Tailor Your Resume for a Leadership Position

Looking to take on a leadership role in your next job opportunity? Aside from narrowing your job search to specific leadership positions, it’s equally as important to ensure that your resume is tailored for these roles!You’ll need to showcase your relevant experience, skills, and accomplishments that highlight your ability to lead. Additionally, tailoring your resume for a leadership position allows you to use the right keywords and phrases that will help your resume stand out to potential employers and increase your chances of getting noticed and selected for an interview.Here are 10 ways you can tailor your resume for a leadership position:Highlight relevant leadership experienceMake sure to highlight any previous leadership roles you've had, including specific accomplishments and responsibilities.Use strong action verbsUse powerful action verbs like "managed," "led," "oversaw," and "coordinated" to show that you have a track record of taking charge and getting things done.Show resultsThe proof is in the pudding! Provide concrete examples of how your leadership skills have led to positive outcomes for your previous employers.Tailor your resume to the specific positionCustomize your resume to the specific leadership role you're applying for, highlighting the most relevant experience and skills. You can tweak it slightly for each application you are making. Emphasize your communication skillsLeadership positions often require strong communication skills, so make sure to highlight your ability to effectively communicate with team members and other stakeholders.Show your strategic thinkingInclude examples of how you have used strategic thinking to drive business results and achieve goals.Show your ability to manage teamsThis is another key skill leaders must possess. Include examples of how you have managed and motivated teams to achieve common goals.Show your ability to work under pressureHighlight how you have handled difficult situations and managed to deliver results despite pressure or tight deadlines.Show your ability to adapt to changeInclude examples of how you have navigated and adapted to changes in the workplace, whether it be new technology, company restructuring, or other challenges.Use keywordsInclude industry-specific keywords and phrases that will help your resume stand out to potential employers.All in all, there are many ways you can tweak your resume to reflect that you are the perfect candidate for a leadership role. Make sure that you include clear examples of your strong points and zone in on those leadership-related skills, and you’ll be noticed by employers in no time!

Creating an inclusive hiring process: Tips for attracting and retaining diverse talent

An inclusive hiring process is essential for attracting and retaining a diverse and talented workforce. By creating a process that is fair, equitable, and welcoming to all candidates, you can ensure that you are finding the best candidates for your organization, regardless of their background or identity. Here are a few tips for creating an inclusive hiring process:Use inclusive language in job descriptionsUse language that is welcoming and inclusive in your job descriptions, avoiding language that could be perceived as exclusive or biased.Consider diversity in your sourcing strategiesThink about where you are sourcing candidates and consider how to diversify your pool of applicants. This may involve partnering with organizations that promote diversity, attending job fairs that focus on diversity, or using platforms that are designed to connect with diverse candidates.Have a diverse interview panelConsider the diversity of your interview panel and strive to include individuals from a range of backgrounds and experiences. This can help to ensure that all candidates feel welcome and comfortable during the interview process.Provide equal opportunities for all candidatesMake sure that all candidates have the same opportunities to apply, interview, and succeed in the hiring process. This may involve providing accommodations for candidates with disabilities or offering virtual interviews for candidates who are unable to travel.Follow up with all candidatesMake sure to follow up with all candidates, regardless of whether they were ultimately hired or not. This can help to maintain good relationships and ensure that all candidates feel valued and respected.By following these tips, you can create an inclusive hiring process that attracts and retains diverse talent and helps to build a strong and inclusive workforce.

Empowering Women in the Workplace: How Businesses Can Support and Promote Gender Equality

Gender equality in the workplace is not just a matter of fairness – it also makes good business sense. Studies have shown that diverse and inclusive workplaces are more innovative, productive, and profitable. Yet, despite progress in recent years, women continue to face a number of barriers in the workplace, including the gender pay gap, a lack of representation in leadership roles, and discrimination.So, what can businesses do to support and promote gender equality in the workplace? Here are a few steps that organizations can take:Conduct pay audits and address pay disparities. Pay disparities between men and women are a persistent problem, and addressing this issue is crucial for promoting gender equality in the workplace. Conducting pay audits can help identify any discrepancies and allow organizations to take steps to correct them.Promote women to leadership positions. Women are underrepresented in leadership roles across many industries, and this lack of representation has negative impacts on both individuals and organizations. By promoting women to leadership positions, businesses can create a more diverse and inclusive leadership team and better reflect the demographics of their workforce.Provide support and resources for women. This can include things like mentorship programs, networking opportunities, and professional development resources specifically geared toward women. Providing support and resources can help women build the skills and connections they need to advance their careers.Foster a culture of inclusion and respect. This means training employees on diversity and inclusion, as well as taking steps to prevent and address instances of discrimination and harassment. A positive and inclusive workplace culture is crucial for attracting and retaining top talent. Implement family-friendly policies. This can include things like paid parental leave, on-site childcare, and lactation rooms. These types of policies can help support working mothers and make it easier for them to continue their careers.Offer flexible work arrangements. Many women face additional responsibilities outside of work, such as caring for children or elderly family members. Offering flexible work arrangements, like the option to work from home or have flexible scheduling, can make it easier for women to balance their work and personal lives.Encourage men to be allies and advocates for gender equality. Gender equality is not just a women's issue – it's everyone's responsibility. By encouraging men to be allies and advocates, businesses can create a culture of support and understanding that benefits everyone.By taking these steps, businesses can create a more inclusive and supportive environment for women, helping to level the playing field and promote gender equality in the workplace. It's important to remember that promoting gender equality is an ongoing process and requires ongoing effort and commitment. By staying engaged and proactive, businesses can continue to make progress towards a more equitable and inclusive workplace for all.

Is A Leadership Position Right For You?

Pursuing a leadership position can be a rewarding and fulfilling career choice, but it's not for everyone. Being a leader requires a unique set of skills and qualities, and it's important to carefully evaluate whether a leadership role is the right fit for you. In this article, we'll explore some of the key considerations to keep in mind when deciding if a leadership position is right for you. From communication and problem-solving skills to the ability to delegate and adapt to change, we'll delve into the characteristics that are essential for success in a leadership role. Whether you're just starting out in your career or you're looking to take the next step in your professional journey, understanding whether a leadership position is right for you is crucial to finding career satisfaction and success.Things you should consider:1. Are you a good communicator? Effective communication is key to success in any leadership role. You'll need to be able to clearly articulate your vision and expectations, and be able to listen to and understand the needs and concerns of your team.2. Are you a strong problem-solver? As a leader, you'll be responsible for finding solutions to a variety of challenges. It's important to have strong problem-solving skills and the ability to think critically and creatively.3. Are you able to delegate effectively? One of the key responsibilities of a leader is to delegate tasks and responsibilities to team members. It's important to be able to identify the strengths of your team and assign tasks accordingly, while still maintaining oversight and accountability.4. Do you have strong interpersonal skills? As a leader, you'll be working closely with a team of individuals, and it's important to have strong interpersonal skills in order to effectively manage and motivate them. This includes being able to build trust and foster a positive team dynamic.5. Are you comfortable with making decisions? As a leader, you'll be responsible for making a variety of decisions, sometimes with incomplete information. It's important to be comfortable with making decisions and being accountable for the outcomes.6. Are you able to adapt to change? The business world is constantly evolving, and as a leader, you'll need to be able to adapt to change and think on your feet. This includes being open to new ideas and approaches which can help you learn and grow both personally and professionally.Ultimately, whether a leadership position is right for you will depend on your individual skills and qualities, as well as your career goals and aspirations. If you're considering pursuing a leadership role, it's important to carefully evaluate whether it's the right fit for you. Consider your strengths and weaknesses, and be honest with yourself about whether you possess the skills and qualities that are essential for success in a leadership role. If you do, then a leadership position may be a great fit for you. On the other hand, if you don't feel ready for a leadership role, or if it doesn't align with your career goals and aspirations, it may be best to continue developing your skills and exploring other career options. Ultimately, the most important thing is to find a career path that is fulfilling and satisfying for you.

Cisco ASEAN’s Bee Kheng Tay leads the charge for women

Bee Kheng Tay, Cisco Systems’ president and leader of its Asean business, champions women in STEM and makes a strong case for flexibility in the workplace. Remember that hilarious viral video from 2017 when a political science professor’s children video-bombed him in his home office during a live segment on BBC? “BBC Dad” put forth a valiant effort to keep his composure while he awkwardly stuck out a hand to keep his boisterous kids away from the camera. Post-pandemic, many now dial into a video conference from home. Bee Kheng Tay, president of Cisco Systems and the company’s Asean business leader, observed while barely stifling a laugh: “Parents used to shush their kids and keep them and the furkids away from their WFH stations during a virtual meeting. Now, we have our kids say hello to everyone. Sometimes, colleagues sit with their babies while we talk. We have become more understanding and more empathetic when integrating work and personal lives.” THE FUTURE OF WORK Having been appointed president of the multinational technology giant last November, Tay is a vocal proponent of this flexible, inclusive approach to the workplace.Cisco, which topped the Singapore Best Workplaces in Technology list for 2021, even announced a “no return to the office” policy. “In the future, every Cisco employee will be a hybrid employee, and it will be entirely up to them whether they work from home, at a cafe, or in the office,” Tay tells The Peak via a Cisco Webex video conference from her home. According to this policy, employees are not required to come into the office regularly and may work from home or elsewhere. “Remote working has been in our DNA for many years. It is built on the trust that people will do their best, regardless of where they work from. I cannot look over their shoulders or breathe down their necks all the time,” says Tay. Although she admits to sometimes missing the camaraderie of interacting with colleagues in the office, she has also discovered that, while working from home during the pandemic, her productivity is “very high”. According to the tech veteran, who has more than two decades of experience across the Asia-Pacific and in Japan with multinational firms such as HP and IBM before joining Cisco in 2016, the key to implementing this is ensuring that technology supports this mode of work. “When you have a hybrid work environment, you have to lay the foundation for connectivity and communication well, and our technology fits perfectly into that. We have collaboration tools that can be better than face-to-face interactions, as well as security suites that allow employees to connect securely to systems and applications they need to access,” she adds. TECH FOR GOOD In a broader sense, the company recognises the need to close the digital divide. “We understand that not everyone is technologically savvy. Employees who work in different geographic locations, with different linguistic preferences, and in different work environments may have difficulties collaborating with others virtually,” she explains. Cisco’s technologies aim to level the playing field for all participants so potential obstacles such as language differences become less of a challenge. The Webex meeting platform, for example, offers noise cancellation and voice enhancement technology, as well as real-time transcriptions and translations to facilitate communication. A number of other services, such as DNA Spaces, a cloud-based location services platform already in use in Cisco’s Singapore office, are designed to make workplaces safer by monitoring occupancy and ensuring that social distancing and safety guidelines are being observed. Innovations and services like these can help companies accelerate their digital transformation, which is crucial now that the world is moving towards the post-pandemic era. “A lot of companies in Asean are now at an inflection point as to how they can go into a digital transformation much faster than they planned for. Timelines have compressed and if you do not act quickly, the survival of your business might be in jeopardy. Our goal is to help customers adopt technology faster and better,” she says. Tay points to artificial intelligence as a growth area in its suite of platforms, including networking, security, collaboration and data tools. By harnessing big data and analytics, productivity can be increased. “Enabling people to connect, communicate and collaborate is what we do. We want to be the bridge between hope and possibility through technology.” WOMEN IN STEM A self-professed dynamo who moves at a figurative speed of 100km/h, Tay is passionate about encouraging and empowering more women to pursue careers in STEM (science, technology, engineering and mathematics). “Women represent 50 per cent of the population. Women are very capable and can multitask. But we are under-represented. We should be better represented in this world,” she says. “Cisco values this diversity and people with a diverse set of world views. How can we be a company of the world without this?” Throughout her career, Tay has embraced the challenges of carving out a solid career in the tech sector. An accountant by training, she made the switch to the technology sector because she was “bored”. And this is where she found her intellectual match. “There is no such thing as a five-year plan. This is a dynamic industry that changes rapidly so you have to continually learn and improve.” At the same time, she does not shy away from describing the unique challenges faced by women in tech. “Working in this environment means long hours. As women, we have many roles to play as employees, employers, mothers, wives, and daughters, and we tend to want to be the best at everything we do. Having a demanding job and many responsibilities can be challenging. When you have young children, it becomes overwhelming,” she says. Tay discloses that at an early stage of her career, when her children, now aged 19 and 21, were toddlers, she considered quitting to spend more time with them. But her husband advised her against it. “I was quite angry with him then,” she says candidly. When he passed away 10 years ago, she realised that the years of hustle as a working mother were worth it. “I don’t know how I would have returned to my career if I had quit back then. But you will be amazed at how well you can manage things when you have no choice. As I advanced in my career, I had to be a mother and a father.” Tay’s approach has been to place lesser expectations on herself by focussing on one role at a time. “Perfection is impossible to achieve. When I am mothering, I try to be the best mother I can be without worrying about work,” she elaborates. If you are a woman today struggling with this choice, her advice is: “Believe in yourself and your support system. Know that whatever difficult challenges you are going through will pass.” STRETCHING HER MIND Tay’s other great passion is reading when she is not working. Her interest in particle physics, psychology and philosophy has led her to pick up non-fiction books during free time. As a counterbalance, she is also trying to read the top 100 books of all time, according to TheGreatestBooks.org. She has already completed about 30 books and is currently reading Marcel Proust’s In Search of Lost Time. The one that has had the greatest impact on her thus far has been Ralph Ellison’s Invisible Man, about social issues affecting African Americans in the early 20th century. A fitting choice for this powerhouse whose role involves making the world a more equal place for everybody. She says, “It allowed me to better understand how people who are being discriminated against feel. Empathy is just one part. As a reader, I felt as if I had taken the character’s place.” The original article was published here.Half the Sky's mission is to supply the tools that can give every woman the ability to build a successful career and be fully prepared for the future of work. So, that they can lead a healthy, prosperous and more balanced/blended lifestyle of their choosing. By building your confidence, you’re setting foundations to empower yourself and your career. The world is your oyster, and it starts with you. Enjoyed this article let us know your thoughts in the comments below:

Johnson Controls | HTS: Women in Tech: How to Get In, How to Thrive, and How to Excel

Half the sky is partnering with Johnson Controls on this fireside chat to discuss three important how-to’s for succeeding in a career in tech: “How to get In”: Discussing how to break into the industry. “How to Thrive”: Discussing being a female professional working in the industry and how to navigate this. “How to Excel”: Discussing positioning oneself for the future. Watch this video and learn from four female leaders from Johnson Controls who are not only making a mark in their field, also actively empowering women, to share their journey within the male-dominated profession:Cicci Xi, Regional Director, Global Industrial Refrigeration Products and Solutions APAC; China Fanny Zhang, Senior CMP Manager; China Chloe Li, IT Business Lead, Data Science APAC, Singapore Divya Jha, HR Director, India

Business Insider: 100 people transforming business

Yamini Rangan started her career as an engineer before moving to sales and other more customer-centric roles at companies like Workday and Dropbox.Rangan said the sheer variety of her experiences had given her a strong foundation in how customers think and how to grow companies — a foundation that will serve her well in her new role as CEO of HubSpot, the prominent marketing-technology company.Rangan says her priority is guiding the company’s efforts to become a fully fledged customer-relationship-management platform, competing with the likes of Salesforce and Microsoft.Hubspot started in the marketing-automation software business but has expanded into other aspects of customer interactions. Rangan’s goal is to help the company become the No. 1 CRM tool for high-growth companies.“Our mission is very, very clear, which is to help millions of organizations grow better,” Rangan told Insider. “The focus has been to continue to broaden the product portfolio as well as continue to deepen all of the really great features for each of the editions.”There is a huge shift happening in buyer behavior and how customers want to interact with companies, Rangan said. Even business buyers want to purchase things the way they buy consumer goods. That gives HubSpot an opportunity, she said.“CRM needs to be very much customizable, it needs to be completely connected, and it needs to be very much customer-centric,” she said.In pursuit of its loftier ambitions, HubSpot this year also made the unconventional acquisition of The Hustle, a startup-focused media company, to create educational content for customers looking to grow and scale their companies.The vision is to give customers “the education as well as the inspiration” to “drive their front office,” Rangan said.The original article was published here.

S’poreans overcome challenges at MNC, grow into global leaders

MNC invests in developing skills of locals. The result: Turning S’poreans into global leadersMs Diyana, who created anti-ageing skincare products for J&J, is now working in the regulatory affairs division as an associate manager.They yearned for the opportunity to learn, to be challenged and to lead — on a global level.And realised their goals when they joined pharmaceutical and healthcare giant Johnson & Johnson (J&J).Ms Diyana Sudarsono wanted to learn and broaden her scope. “I knew that J&J could help me to become an expert because of its large portfolio of brands,” says the 35-year-old.Before joining J&J in 2008, she was the sole researcher in a small firm that specialised in wet wipes. “I was creating formulations for the wipes’ liquid and wanted to expand my skills.”At J&J, she was given the opportunity to learn from, and work with, global teams to develop products for J&J’s skincare brands, including Clean & Clear and Neutrogena.Soon, she was leading a team to produce formulas for a new anti-ageing skincare line for J&J’s Asia Pacific (Apac) market.Along with exposure, there was ample training, including a part-time six-month stint in 2018 at its Apac oral care franchise research and development team, from whom she learnt how to develop formulas for other products, including mouthwashes, expanding her portfolio of skills.Last year, she took a leap of faith and transferred to its regulatory affairs division as an associate manager.“I wanted to challenge myself (again) and work in a completely different space. I was afraid to make the move, but my bosses and mentors were very supportive of my decision,” she says.I wanted to challenge myself (again) and work in a completely different space. I was afraid to make the move, but my bosses and mentors were very supportive of my decision.MS DIYANA SUDARSONOShe is among Singaporeans at J&J who have been groomed for leadership positions.Another J&J mover and shaker is Ms Rowena Yeo, 53.The mother of three thrives on challenges. And at J&J, she says, there is seldom a dull moment.After the Covid-19 pandemic struck, Ms Yeo had to lead J&J’s transition to remote working for over 135,000 staff worldwide.“As J&J is a large global company, I’ve had the privilege to lead many teams to solve complex and diverse problems, enabling me to learn and grow as a leader.”This includes building its cloud capabilities and developing tools to speed up its data scientists’ medical and healthcare research.Since being appointed J&J’s first non-American chief technology officer, and its global vice-president for technology services in 2019, she has frequently been tested with never-before challenges.When the Covid-19 crisis hit early last year, she was confronted with her latest test. She had to lead J&J’s transition to remote working for over 135,000 staff worldwide.This included ramping up J&J’s global infrastructure and its teleconferencing capabilities, and supporting employees and facilities around the world.She then oversaw the development of J&J’s global cloud strategy to enable and accelerate data scientists’ ability to uncover insights and accelerate clinical trials and drug discovery. Besides, she scaled up digital engagements such as the use of video-enabled robots for employees and patients in Japan. Additionally, she rolled out intelligent chatbots in 17 languages to enhance user experience around the world.In Singapore, her team — two software engineers working with a visually impaired intern — added voice-activated functions to the chatbot. Her team also supported the initiative with the Singapore Optometry Association and Optometrists and Opticians Board to launch a contact lens home delivery service for people with prescriptions.One company, many opportunitiesAmong the other Singaporeans at J&J who have risen to a leadership role is Ms Ong Ai Hua, 54. In her 31 years with J&J, Ms Ong, who graduated from the National University of Singapore, has risen from a sales product specialist to become the first Singaporean to be appointed as the company group chair for J&J’s pharmaceuticals business for Apac in 2017, and now the Apac head of government affairs and policy. At J&J, Ms Ong has risen from a sales product specialist to being Apac head of government affairs and policy.Over the years, J&J has entrusted her with many responsibilities. These include developing a “one-company” model to combine its pharmaceuticals, consumer health and medical devices verticals under one management to increase efficiency, and create more attractive jobs with cross-functional and leadership roles. This model was implemented for its South-east Asia business in 2014.“With this model, we introduced new positions that cover two or more of the verticals, and more exciting regional and global positions based out of Singapore, improving our talent recruitment, retention and development,” she says.“I’ve been very blessed to have work that challenges and stimulates me, and pushes me to learn new things.”She adds that J&J wants employees to have long, successful careers. “Quite early on, the company asked me to move to China to lead the medical devices business, but I couldn’t go because of family reasons. J&J offered me the opportunity two more times, and I was finally able to go in 2006,” she says.“J&J understands that there are different seasons in life, and it believes that talent development is a journey.”MS ONG AI HUAWelcoming women to StemA major J&J initiative is to encourage more Singapore women to join or return to science, technology, engineering and mathematics (Stem) fields.Today, 58 per cent of Singaporean women who graduate with Stem diplomas and degrees go on to have related careers, according to a recent study by Nanyang Technological University. And more can be done. At the biennial Women in Engineering, Science & Technology symposium in Singapore in March, President Halimah Yacob said: “To move forward as a nation, particularly in the recovery following the Covid-19 pandemic, it is more important than ever for women to also be at the frontiers of knowledge, defining the future direction of engineering, science and technology.”Speaking about the company’s efforts, Ms Yeo, who serves as Apac sponsor on its Women in Science, Technology, Engineering, Mathematics, Manufacturing and Design programme’s global steering committee, says: “We have different programmes to support girls and women at different stages of life.”To help them progress in such careers, J&J has rolled out an array of programmes over the years.Before the Covid-19 crisis, the company welcomed students to laboratories and designed hands-on activities for them, such as introducing them to product ingredients and letting them use the ingredients to create their own cleansers.Since the pandemic started, J&J has organised nearly 200 online and hybrid events for almost 2,000 women and girls in Singapore, including talks for tertiary students.Offering more details on how the company supports women employees, Ms Yeo says: “At J&J, we have a programme to recruit and assist women who have taken a career break and want to return to the workplace.”Internally, J&J has a Women’s Leadership and Inclusion (WLI) employee resource group for their employees.The group recently introduced a new Parents’ Tool kit that outlines the firm’s benefits and policies for them, and guides them on a range of topics, including having enabling conversations with their supervisors and how best to plan their parental leave around work.“The tool kit also highlights the importance of fathers in their role to support working mothers to be at their best. In fact, we launched it on Father’s Day to underscore this point,” says Ms Diyana, who is a co-lead in the WLI group’s community pillar. She notes that J&J has many accomplished women leaders, some of whom have given her invaluable advice, including when she was contemplating her move to the regulatory affairs division.“They’ve inspired me to grow professionally, and I hope to pass on what I’ve learned and motivate future generations of women too.”About Johnson & Johnson135 years oldFounded in 1886, J&J was the first company to mass-produce antiseptic surgical supplies, including sutures, gauze, and bandages. It now employs over 135,000 people in 60 countries, including over 1,500 in Singapore.Regional headquartersIt set up its regional headquarters in Singapore in 1974. Its current premises at Science Park in Queenstown houses its Asia Pacific Design Lab, which focuses on innovations to solve healthcare challenges, and its Asia Pacific Leadership Lab, which serves as a think-tank and connects universities, government agencies and other partners.Giving back to societyThe company supports many causes in Singapore, including working with others to raise awareness of mental health and tackle the growing incidence of myopia. This includes collaborations with the non-profit Caregivers Alliance on mental health awareness programmes, and an ongoing partnership with the Singapore National Eye Centre and Singapore Eye Research Institute on myopia.The original article was published here.

6 Trailblazing Johnson & Johnson Scientists Past and Present

We're spotlighting three of the company's pioneering early female scientists—and their modern-day counterparts, who are not only innovating in the lab, but also paving the way for the next generation of powerhouse women.At the turn of the 20th century, most women didn't work outside of the home. So it was a bold move when Johnson & Johnson’s Chief Scientific Officer at the time, Fred Kilmer, hired the company's first female scientist, Edith von Kuster, in 1908.“Back then, there wasn't an awareness of the importance of diversity and inclusivity as we understand it today," says the company's Chief Historian, Margaret Gurowitz. “But Johnson & Johnson was different. The company had a strong commitment to hiring women from the beginning. If you could do a job at Johnson & Johnson, it was yours. If you were female and could do that job, great.”In fact, eight of the company’s first 14 employees were women. And by 1908, women led a quarter of Johnson & Johnson’s departments.We asked Gurowitz to tell us more about von Kuster and two other trailblazing female scientists at Johnson & Johnson—and also asked their modern-day equivalents what it’s like to be a scientist at the company today.1. The ChemistsHistoric Trailblazer: Edith von Kuster, the company's first female scientistWhen Edith von Kuster began her freshman year at the University of Minnesota in 1902, less than 3% of women attended college—and even fewer pursued a career in science. Von Kuster was drawn to chemistry, and ultimately became an instructor in general chemistry at the university in 1907.[Edith Von Kuster (image courtesy of her family); Johnson & Johnson lab (image courtesy of Johnson & Johnson Archives)] Meet the First Female Scientist Johnson & Johnson Ever HiredIn 1908, Johnson & Johnson hired her as a staff scientist, requiring von Kuster to travel by railroad halfway across the country from Minnesota to company headquarters in New Brunswick, New Jersey—quite an adventurous move for that era.“Fred Kilmer reached out to her and recruited her to Johnson & Johnson,” Gurowitz says. “We also know Mr. Kilmer was an early advocate for women pursuing the profession of pharmacy science.”Von Kuster worked in a small department of scientists who conducted research, published a journal called Red Cross Notes, and oversaw the testing of raw materials and finished products. She also joined the Laurel Club, an organization founded in 1907 by female employees to foster professional development and community service.“Edith was truly a pioneer at a time when there were very few opportunities for women in science,” Gurowitz adds.Being able to handle a lot of things at the same time is something I learned while juggling my work and personal life, including raising two kids, over the course of the last 15 years. It makes me proud to say that being a female scientist is less and less an exception.Trailblazer of Today: Ingrid Vereyken, Chemistry Manufacturing and Controls Lead, Compound Development TeamThere are a multitude of puzzle pieces—product development, production and manufacturing, preparing documents to submit to regulatory bodies for review—that have to come together to create new vaccines. Ingrid Vereyken is the lead who oversees multiple teams handling many of those moving parts.“My team at the Janssen Pharmaceutical Companies of Johnson & Johnson is responsible for developing and manufacturing the vaccines that go into vials, first for clinical trials, and later for commercial use," she says. "We've worked on everything from a potential Zika vaccine to a potential universal flu vaccine."She chalks up her ability to wear so many hats to being a working mom—in addition to her naturally results-oriented personality.11 Ways Johnson & Johnson Has Empowered Women Worldwide for Over 130 Years“Being able to handle a lot of things at the same time is something I learned while juggling my work and personal life, including raising two kids, over the course of the last 15 years,” she explains. "It makes me proud to say that being a female scientist is less and less an exception."And just as a good work-life balance has helped Vereyken thrive in her job, she advises other young women pursuing a career in science to shoot for the same.“I always tell other women to feel good about the decisions they make when it comes to their work and private lives,” she says. “If you feel you are making the right decisions, you’ll be better able to withstand the pressure both at work and at home. If you start doubting yourself too much, it will make things harder.”2. The Product ResearchersHistoric Trailblazer: Mary McGuire, the first woman to earn the Johnson Medal for consumer products research and developmentIn the early 1950s, Mary McGuire was in college studying to become a doctor, when family needs prompted her to leave school and start working as a research technician in the Personal Products division of Johnson & Johnson, which was focused on women's health.Within her first few years on the job, McGuire created patents and had a team of lab technicians reporting to her. In 1973, she became the first woman in company history to earn the prestigious internal award, the Johnson Medal, for the commercial success of her contributions to the creation of Stayfree®, the first belt-less sanitary pad that revolutionized female personal hygiene around the world.10 Ways Johnson & Johnson Has Helped Support Healthy Births and Moms Around the WorldMcGuire transferred from R&D to marketing in the early 1970s, then moved on to work on even more game-changing innovations in the company’s baby products business in the 1980s, including evaluating whether Johnson & Johnson should re-enter the disposable diaper business, which it had pioneered in 1904. After 37 years at Johnson & Johnson, she retired as Vice President of Marketing.Throughout her career, McGuire remained committed to helping other women at the company succeed, serving as a mentor and as a key member of then CEO General Robert Wood Johnson’s Women’s Committee, a group dedicated to integrating women more fully into the workplace and incorporating their point of view in business growth and development.“McGuire was a trailblazer in so many ways," Gurowitz says. "Her career path from scientist to VP helped pave the way for other promising female employees, as did her role in overseeing the development of those who reported to her, several of whom became leaders at Johnson & Johnson.”Never stop believing that you can achieve anything you set your mind to. Science is not easy, and there will be failures along the way—but don’t forget to learn from them.Trailblazer of Today: Simarna Kaur, Ph.D., Research Manager, Fellow, and Platform Leader, Translational Science, Johnson & Johnson Consumer HealthIn her role at Johnson & Johnson Consumer Health, Simarna Kaur, Ph.D., leads the team that works on the Ageless Platform, which involves research into the way that skin ages; Biodelivery, which focuses on delivering active ingredients effectively; and Skin-Tech, which encompasses the company's digital tools for skin health. In a nutshell, Kaur is tasked with bringing “new science, technologies and innovation to the company's consumer skin health product pipeline,” she says.For example, she has worked on multiple technologies featured in company products, including the signature soothing CottonTouch™ ingredient used in the Johnson's® CottonTouch™ baby bath line, as well as the Blackberry Complex—which nourishes skin and helps reduce visible signs of aging—found in Aveeno's Absolutely Ageless line.More Than Skin Deep: Meet a Johnson & Johnson Employee Who's Committed to Creating More Inclusive Skincare Products for Women of ColorFocusing her research on the body’s largest organ wasn’t always part of her career plan. In high school and college, Kaur wanted to pursue medicine and become a physician. But after doing an undergraduate research project on cell biology, she realized that she had a passion for science—and decided to pursue a Ph.D., instead.The fact that she never thought of a Ph.D. as off limits reflects her belief that, as she explains, “every scientist, regardless of their gender, brings unique strengths, insights, vision and problem-solving capabilities, based on their experiences.”According to a report from the McKinsey Global Institute, careers in science, technology, engineering and mathematics (STEM) are expected to see a spike in the next decade. But a gender gap—fueled by implicit stereotypes—persist. Kaur, however, is undaunted.“Motivated scientists should be recognized and celebrated,” she says. “Following in the footsteps of women in STEM who paved the way for me to become a female scientist, I hope to lead by example, showing that dedication, hard work and passion do get recognized.”Her advice to young women interested in becoming a research scientist? “Never stop believing that you can achieve anything you set your mind to,” she says. “Science is not easy, and there will be failures along the way—but don’t forget to learn from them.”3. The Lab SupervisorsHistoric Trailblazer: Jeanne Cholet Sauer, a bacteriologist who supervised a product testing labWhen Jeanne Cholet Sauer became the supervisor of the Technical Services Laboratory at Johnson & Johnson in 1944, World War II was still raging, and women were stepping in to help fill a lot of jobs that had previously been performed by men across many industries.But at Johnson & Johnson, female employees weren't just fill-ins for men on the front lines—many were full-time scientists like Cholet Sauer, who was responsible for research, distillation experiments and other duties in the areas of ingredient and raw materials testing, and quality and safety evaluations, says Gurowitz.“Cholet Sauer was in charge of an incredibly important lab. She was a bacteriologist, so it’s likely her lab engaged in the bacteriological evaluation of products and formulations," Gurowitz adds. "The fact that she wasn’t the only woman in the department at that time—and that she was a supervisor—shows Johnson & Johnson’s long-term commitment to women in sciences,” says Gurowitz.There are so many great female leaders at this company who inspire me. As a project lead, I hope to inspire others as well. I love being the glue that holds my team together, to help us work efficiently and effectively as we push to create something remarkable.Trailblazer of Today: Marit de Groot, Ph.D., Project Lead, Clinical Immunology, JanssenIn order to understand a vaccine candidate's efficacy, a team of scientists is charged with looking at the immune response that an investigational vaccine provokes by testing for antibodies and other immune markers in blood samples taken from all of the participants in clinical trials.As the Project Lead in the Department of Clinical Immunology, Marit de Groot is in charge of the team of scientists doing that type of immune response assessment for potential Janssen vaccines.De Groot oversees all activities in the lab, and has worked on multiple Janssen vaccines, including the one for Ebola.“My job involves aligning teams and providing clear communication on planning, proposals and decisions,” de Groot says. “For example, I often ask things like, ‘Do my colleagues in the labs have everything they need? What documentation is required to ship samples from a specific country to a specific lab? And most importantly, does everyone know what is expected and feel included and appreciated?' "6 Latest Facts About Johnson & Johnson's Ebola VaccineIt’s a role de Groot finds thrilling, and one her prior work as project lead on the company's Ebola vaccine program prepared her for in many respects. “Working on emergency healthcare programs—where the eyes of the world are on us—really motivates me,” she says.So does the fact that she is surrounded by impressive women scientists.“There are so many great female leaders at this company who inspire me,” de Groot says. “As a project lead, I hope to inspire others as well. I love being the glue that holds my team together, to help us work efficiently and effectively as we push to create something remarkable.”As for finding one's passion, de Groot emphasizes the importance of looking at one's personal life for clues. "Look at your hobbies and notice who you are in a setting outside of work. Ask yourself what your strengths are, and see how they could apply at work. How do you harmonize with people? Bring this all to the table."The original article was published here.

HTS Masterclass: Sara Cheng, Former Managing Director, Greater China at Twitter

Catch the replay of our fireside chat with Sara Cheng, global multi-lingual C-level executive hailing from Taiwan, and Sabrina Ho, CEO-Founder of Half the sky, Asia’s leading career platform for women.

Three Aon Colleagues Recognized As HERoes Women Role Models By INvolve

Jennifer Bell, Julie Page and Sabrina Pyneeandy celebrated for championing women in business and driving gender diversity in the workplaceA leading global professional services firm providing a broad range of risk, retirement and health solutions, is proud to announce that three colleagues were named to the HERoes Women Role Model Lists for 2021.Jennifer Bell, CEO, North America, and Julie Page, CEO, United Kingdom (UK), were both named to the HERoes 100 Women Executives List. This marks the first time an Aon leader has appeared on the list. Bell is co-chair of Aon's Global Inclusive Leadership Council (GILC), a group of 20 colleagues who champion inclusion and diversity (I&D) efforts across the firm. In this role, she regularly reports to the Inclusion & Diversity Sub-Committee of the Aon plc Board. In addition to advocating for representation at the leadership level, Bell has been an active mentor to dozens of colleagues and clients, many who are women."As the beneficiary of allies who helped further my career, I've been passionate and committed to equity—especially in my efforts to diversify talent with hiring and promoting," Bell said. "As a result of the incredible work being done by Aon's Global Inclusive Leadership Council, I'm proud of the impact we've made, and I am committed to driving action and impact for equity and inclusion across the firm."Page is a member of the GILC and Aon's UK Inclusive Leadership Council, ensuring alignment with the GILC to accelerate regional action. Throughout her career, she has worked to support gender diversity and women's inclusion both at Aon and in the broader insurance industry. Page currently serves as the President of the Chartered Insurance Institute and is a committee member for Inclusion@Lloyds. She was also former chair for the Dive In Festival committee, the festival for diversity and inclusion in insurance."I am a strong believer in the importance of a diverse workforce, but I know there is more work to be done," said Page. "I'm committed to championing all women and challenging myself and my team to increase our cultural competence and have difficult conversations to effect real change across our firm and the industry."Sabrina Pyneeandy, Project Manager in the UK, was named to the HERoes 100 Women Future Leaders list. She is co-chair of both the Gender Inclusion Network and Aon's UK Gender IQ Business Resource Group. Pyneeandy has played a pivotal role in Aon UK's mission to strive for gender parity by running events for International Women's Day, International Men's Day and Non-Binary Day. As well as developing key I&D goals and initiatives aligned to the business line she supports, Pyneeandy has been working with Aon's People organization on women's issues, particularly women's safety."Creating a culture were all Aon colleagues feel empowered to be their authentic selves is only possible when we all work together," said Lisa Stevens, Aon's Chief People Officer. "I am so proud and thankful for Jennifer, Julie and Sabrina's efforts to drive greater gender diversity both at Aon and across our industry." The firm is committed to furthering its I&D priorities to continue to build a resilient workforce and provide opportunities for colleagues through meaningful actions. To support this work, the GILC provides advice, recommendations and accountability for Aon's inclusion and diversity strategy and related actions, focused on five main areas:Recruiting: Driving inclusive and equitable hiring practicesEducation: Improving cultural competence and expanding awarenessRepresentation: Ensuring the workforce is reflective of the communities in which colleagues live and workPromotion: Increasing development opportunities for all colleaguesEnvironmental, Social and Governance: Ensuring alignment of policies, brand and purpose for environmental, social and governance issuesThe annual HERoes lists showcase leaders who are championing women in business and driving change for gender diversity in the workplace. The HERoes 100 Women Executives List spotlights senior women leading by example and driving change to increase gender diversity in the workplace, while the HERoes 100 Future Leaders List highlights inspirational women who are not yet senior leaders in an organization but are making a significant contribution to gender diversity at work. To learn more about the lists, visit this page. About AonAon plc (NYSE: AON) is a leading global professional services firm providing a broad range of risk, retirement and health solutions. Our 50,000 colleagues in 120 countries empower results for clients by using proprietary data and analytics to deliver insights that reduce volatility and improve performance.The original article was published here.

Experian Celebrates International Women’s Week Around the Globe

A year ago, as we celebrated International Women’s Day at Experian, none of us could have predicted what the year ahead had in store for us. It has been a year that has repeatedly tested us across so many facets of our lives. It has been a year that has reinforced the importance of our resilient and inclusive culture. And, it has been a year, that despite the unsettled environment, we at Experian have made progress.This year, as we kick-off our celebrations, we want to take a moment to acknowledge the passion, commitment and perseverance of our inspiring women and their allies who have contributed to that progress. Experian is celebrating International Women’s Day with employee-led activities around the world spearheaded by our Women in Experian employee resource group.We are also embracing this year’s theme of #ChooseToChallenge and started at the top of our house with our Chief Executive Officer, Brian Cassin, hosting a discussion between the inspiring women of Experian’s Board of Directors. The discussion focused on how to drive positive change and future growth. This event, and the participation of our board members, was reflective of Experian’s overall commitment to diversity. Each of our female board members shared what they will #ChooseToChallenge this year.Ruba BornoI #ChooseToChallenge the idea that opportunities are limited“Every opportunity is a gift. I choose to challenge the idea that those gifts are finite. Every time I climb a ladder, I want to keep that ladder behind me so someone else can climb it and we can rise together.”Alison BrittainI #ChooseToChallenge us all to become better allies“International Women’s Day is a great opportunity to reflect on the things that we can do, both individually and collectively, to champion change, support our colleagues and make a positive difference. Every day we need to strive to create a culture that supports inclusivity, so that everyone can unlock their potential and perform at their best, regardless of their background, gender, ethnicity or how they identify. We can become better allies by challenging the barriers to diversity and celebrating difference.”Caroline DonahueI #ChoosetoChallenge gender inequity “As a woman in tech, I was fortunate to have several amazing mentors, most of whom were men and my direct supervisors. They supported me and helped me thrive as a single parent with a global travel schedule. One of my motivations in joining the Experian board was recognizing that Experian has an amazing culture and believes in and supports women and their careers. Experian is committed to diversity and inclusion and knows that a diverse workforce creates better outcomes for employees and customers. I know we can achieve 50% amazing women at all levels at Experian, just as we have created great diversity on the board, including my fellow female board members. I am thrilled to be a part of this company and this journey.” Deirdre MahlanI #ChooseToChallenge obstacles to being heard“International Women’s Day is an opportunity to reflect on and celebrate the many roles that women play in contributing to families, culture, work and government. This year’s theme, #ChooseToChallenge resonates strongly with me. As a leader and a woman, I aim to live honestly and courageously and through my actions inspire others to live according to their own truth. We all have a role to play in ensuring we can each contribute and use our voice authentically. The many talents, leadership qualities and authentic voices of women at Experian in powering solutions will continue to be key to the success of Experian.”Our goals for International Women’s Week 2021 are to celebrate women’s achievements, raise awareness against bias and act against inequality. This week is an opportunity to reflect and contribute to our continuous journey for diversity, inclusion and belonging, and most of all, Choose to Challenge, because from challenge comes change.The original article was published here.

Women in Tech Panel 2021 Building Back Better: Creating A More Inclusive World

The Covid-19 pandemic has wreaked havoc on our world exacerbating existing inequalities across a range of areas including health, education and livelihoods. As the world slowly recovers and we rebuild, finding new perspectives and insights are essential to build a world that is more just and inclusive for all.During this webinar we will discuss with leaders and role models who are pioneers within their respective industries from AI, HealthTech, Venture Capital to Diversity & Inclusion. In this event, we aim to bring you new perspectives to inspire and hopefully lay a path to building back better.

IWD 2021: Thriving In The New World of Work

So what will it take for women to thrive in the new world of work post-pandemic? Well, we don’t yet know the answer – and, in some respects, we don’t even know the right questions to ask. That’s why we’ve put together business leaders, HR practitioners, and political leaders for our special HTS IWD #choosetochallenge event, in the hope of tackling the biggest questions we should be asking as we move forward in a complex post-pandemic world. In this webinar, we look at how the virus will continue to transform the workplace, how women will need to adopt new skills to survive, how we can effectively address existing inequalities in the workplace and push for greater sustainability and demand new ways to thrive in 2021 and beyond.

What Motivates You? 3 Outstanding Jacobs Women Share Their Stories

Three Jacobs women received recognition as “Outstanding Women of 2019” by the Women Builders Council.There’s a reason the cartoon is Bob the Builder and not Barbara the Builder – and it’s not as stereotypical as you might think, there’s just a serious gender gap in the construction industry. While more than 10 million people were out in the field in 2016, less than 10% of them were women, the National Association of Women in Construction reported.With the construction industry growing rapidly, organizations like the Women Builders Council (WBC) aim to help inspire more women to pursue careers in construction. Established in 2004, WBC is the leading association representing women in the construction industry. Its mission is to empower women and promote diversity throughout the construction industry by advancing industry knowledge, addressing the barriers that prevent women from growing and facilitating solutions for policy makers and industry leaders.WBC’s annual Champion Awards program honors the leading executives, women and public decision makers who champion WBC’s mission and this year, the organization honored three of our employees at their 15th Annual WBC Champion Awards Dinner. Here at Jacobs, we share in WBC’s mission because we’re on our own mission to create a company like no other. We’re putting the spotlight on making sure that we’re an employer of choice in every way – in inclusion and diversity, in recruiting and developing the best talent and in fostering leadership and innovation.That’s why we asked Project Engineer and WBC’s “Next Generation of Women Builders” recipient Amanda Chen; and WBC’s “Outstanding Women of 2019” awardees, BIM and Digital Technology Lead Chitwan Saluja and Project Manager Ana Alicea-Diffley, to share what motivates them to deliver innovative solutions and their suggestions on how to shine in a competitive industry.Embrace the uncertaintyWhen faced with the decision of what to study in college, Amanda Chen grappled with the decision between fashion design and interior design/architecture. Ultimately, her desire to improve public housing in New York motivated her choice to study architecture.But, she says, life is unexpected and in architecture school, her perspective changed.“I always thought I would be designing as an architect. I was inspired to create better spaces for people when I chose my college major,” she shares. “In retrospect, I didn’t fully understand the industry that I was getting into.”Thanks to taking a chance and saying, “I’m not really sure how this will pan out, but what’s the worst that could happen?” she’s traveled down a fulfilling career path alongside wonderful mentors, had opportunities to make mistakes and learn from them and has ultimately fostered growth not only within herself but also in her peers.After receiving her bachelor’s in architecture, Amanda joined a zoning law and consulting firm where she was exposed to the intricacies of New York City’s building code and zoning laws. In the past seven years, she’s worked in the rail transportation sector. While her early career focused on design projects, Amanda now works in construction management at Jacobs in New York City.She strongly believes that women bring a different perspective to design and construction that fosters creativity and inspires new ideas through innovation and recognizes that women’s input was important very early on in her career.“In architecture school, the student body gender ratio was evenly split between men and women,” she says. “I never thought I’d be working in a male-dominated industry prior to my career in construction management, but here I am.”With support from a wide network of friends, family, peers, mentors and a belief in herself, Amanda’s channeled courage and taken chances to climb the ladder of success in the construction industry and is currently living her dream of making a positive impact on the construction industry in New York.Her advice to those looking to live out their dreams? ““Don’t be afraid to say yes! No one is perfectly ready for anything.”Thrive with mentorshipChitwan Saluja knew working in a male-dominated industry wasn’t going to be easy, but she always knew she wanted to go in to construction. Being onsite and seeing things built has inspired her to push the limits of her comfort zone, explore new perspectives and collaborate with whomever necessary to come up with the best solution for the job.“I would go to a BIM coordination meeting and I was the only lady around all these contractors,” she recalls. “I felt out of place, not only because I was the only woman but also because I was the only Indian woman. It took extreme courage to speak up to do what I felt was best, especially in coming up with a new solution.”Chitwan, who works in Jacobs' New York City office, credits mentorship, from both sides, for helping her cultivate this courage as it relates to her diverse work experiences in leadership and technology-focused roles. Since receiving her bachelor’s in architecture, she’s navigated through many roles including cost manager, architectural engineer, project engineer/scheduler, document controller, project manager and BIM manager. She’s worked with computer-aided engineering (CAE) systems for more than 12 years, with more than seven spent at Jacobs, and has provided BIM technology and project controls support for large facility programs for multi-billion-dollar development and design construction projects, including projects such as Columbia University and Pittsburgh Aviation.These experiences have empowered her to speak up to identify the best solutions, test the boundaries of the latest and greatest construction technologies and battle complacency in the construction industry.“Having a mentor –someone to talk to, share feelings and desires with, someone to help guide your career path – really helps inspire people to pursue their dreams,” Chitwan shares as motivation. “It’s also important to be a mentor and understand the value and perspective of seeking out knowledge and sharing it.”Trust your gut and speak your truthDriven to the opportunity by a love of the construction industry and enjoyment for seeing things built for improvement or new use – things that ultimately replenish or revive an area that people can truly enjoy – Ana Alicea-Diffley knew that while she was proficient at construction document management, she was capable of more.That’s why, even though she had no prior construction management experience, when an opportunity in construction management presented itself, she courageously rose to the challenge.“I might not have had all the required experience to manage projects, but I knew I could do the job. I’m very grateful to have been given the chance to do so,” she says. “You will fail, and you will succeed. Learn from your failures and try again. There’s more than one way to get the work done.”Ana’s come a long way from developing hand-drawn blueprints, and even since her days of drafting, permitting and conducting building inspections in the five boroughs of New York City. She’s been with Jacobs for six years, based in Manhattan, New York, leading construction management efforts. By the end of next year, she will have managed approximately $300 million in construction projects.Early in her own career, she didn’t have many women mentors or female influence and that inspired her to be a positive mentor for women of all ages, in and out of the office. She’s a Girl Scout Troop Leader for her daughter’s troop fostering go-getter attitudes and drive and inspiring girls from a young age to be confident and use their voice. She’s also a member of the National Association of Women in Construction, where she’s fostered personal and business relationships with other women in construction, supported women working in the architecture and construction industries and mentored young professionals.It’s important work, she enthuses, because “it helps young girls to see other women taking on male-dominated roles. It takes courage to try, not to feel shy or uncomfortable in a male-dominated environment and to pursue what’s in your heart.”Ultimately though, Ana says that to shine in your chosen career path, “It’s important to seek inward and choose what you spend your time on. Listen to your heart and act. Think outside the box and use your voice – you need a voice to foster collaboration and leadership.”The original article was published here.

Don’t limit women to what we can or can’t do: Saisunee Jommed

Empower young women to advance in the STEM professions by giving them role models and support, says Johnson Controls Thailand’s head of country services Saisunee Jommed.In many countries, the STEM professions are heavily male-dominated, and it is not common to find women working in STEM-related fields, let alone rising to senior positions. When they do, however, they become important role models for the next generation.Saisunee Jommed, the first woman to head the country services team for the Thailand operations of smart buildings specialist firm Johnson Controls who has spent almost two decades with Johnson Controls Thailand and was appointed to her current position in 2018, received a Bachelor of Engineering degree from Rajamangala University of Technology and a Master’s Degree of Entrepreneurship and Innovation from College of Management Mahidol University. Her career has been hands-on all the way, and she shared as well that it was in fact the hands-on curriculum of her college days that drew her to the field in the first place.Here are the highlights of the conversation.When you first started working as an engineer with Johnson Controls in 2001, how common was it to have women in engineering roles?Engineering is traditionally one of the most male-dominated professions and in my early days working as a Project Engineer (in 2001), it was not common to have women in engineer roles. This could be due to the daunting job scope and tasks assigned which might cause women to doubt their problem-solving abilities.However, being in this industry for more than 18 years, I have seen more and more women venturing into engineer professions and climbing up the career ladder, which is very heartening.What do you think has helped bring more women into the field?I can speak for Johnson Controls, where I am proud to have seen and worked with strong and capable women engineers. We have a strong culture of diversity and inclusion and we offer women equal opportunities to explore the challenges at work. We take pains to ensure that our hiring slate always includes female candidates. An example of this is in Japan, where we continue to hire more female engineers than the industry average.Of course, we are not just looking for the best women employees, we want the best employees, period.I myself have been given many opportunities to grow professionally and to learn on the job. Promotions are based on merit and performance, and not dictated by gender.From your own experience, and from seeing those around you, what do women in the STEM professions need most to advance their careers?Work ethics and dedication is key for women in STEM to advance their careers. At the same time, it is crucial for these women to be provided with an inclusive working environment which extols fairness, full participation and creates employee engagement.For example, at Johnson Controls, we have a women professionals network where female colleagues can discuss the challenges they face in the workplace and brainstorm ideas on improving gender equality. We have also established a company-wide, organizational support system that not only empowers women, but also supports them to be successful at work and at home. “It is important for young women to have someone to look up to. As such, strong and inspiring women leaders in STEM professions must be good examples and continuously inspire these young women.”Being leaders in this field, we need to work together and change this stereotype that STEM is a “male-centric” field with limited opportunities for women. We should not limit women to what we can or can’t do but instead empower them to take up the challenge and pursue a fulfilling career in STEM.As a leader, what would you say is your best characteristic?My attention to detail is one of my strongest traits. I am able to pay more attention to each and every one of my team members, allowing me to mentor them closely and provide them with important guidance as they advance in their careers.What inspires you the most?Today, what continues to inspire me is my fellow women in this industry. I strongly believe that the knowledge and experience we have acquired will drive the technological innovations and advancements in Thailand and the region.The original article was published here.

She is Setting New Chapters for Women in STEM Careers

As the Asia Director of Global Industrial Refrigeration Product and Technology and Vice President of Women Global Network (WGN) in APAC, Cicci Xi, who is based in Shanghai, is looking to enhance the inclusivity and diversity work culture at Johnson Controls in the region. A recognized industry titan, she is equally passionate about raising the technical and professional standards in China’s industrial refrigeration sector.Career choice in EngineeringAs a young child, Cicci was not one who settled for conventions; rather, she relished in pushing the boundaries and breaking the molds. She credited her parents for being open-minded and allowing her to try out anything that interest her. Cicci showed a keen interest in the sciences from an early age, and was encouraged by her parents to pursue her passion. This eventually led to her choice of major in cryogenics and refrigeration, a branch of mechanical engineering, at Xi’an Jiao Tong university, one of the leading universities in China. She began her career with a local research and design institute as the design engineer for industrial equipment such as HVAC, air separation system and industrial gas piping. Ever eager to broaden her skills set beyond engineering, Cicci took up an MBA course with Donghua University while juggling a demanding work schedule.Recognition as an Industry TitanCicci began her career with YORK China (prior to the acquisition by Johnson Controls) in 1999 as a project engineer, which later extended to different internal and external roles across technical positions and account management, to sales and marketing driving business growth in industrial refrigeration. She was dedicated in raising the company’s technical and professional standards in the refrigeration industry, and focused on building up expert teams and cultivating talents at the company. In recognition of her exemplary performance, Cicci received the Johnson Controls’ Global Masters Award in 2008. Today, Cicci is the Director of GIR (Global Industrial Refrigeration) Asia Product Technology where she leads a team of more than 100 employees to develop new business models and focus on long-term growth of industrial refrigeration products in the region. Her wealth of experience encompasses marketing strategy, communications, and growth marketing.When asked about her ‘secret’ of success, Cicci shared: “I enjoy the process of creating something from the ground up. When I work on any project, I’ll first plan out a long term vision and short term goals, and I’ll work methodically to meet the set milestones. This systematic approach keeps me on track to see a project to fruition and deliver results.”Leading the Women Global Network (WGN)Cicci’s other passion is working on creating inclusive environments in the male-dominated engineering industry for women. She’s a strong advocate for greater inclusivity and diversity at the workplace, and believes in bringing different energy and perspective to the company. “I find that women are suitable for science and engineering. The disciplines require logical thinking and patience — traits that are natural to women,” she reasoned. Her tireless efforts have earned her numerous accolades within the industry, including the prestigious Golden Chain “Extraordinary Women of the Year” award that she received in 2012.Cicci has been leading the Johnson Controls’ Women Resources Network team in China since the global initiative was launched in 2014. Working together with a team of volunteers, she had organized workshops and forums where the company’s women leaders “shared their knowledge and experiences on career development, such as management and work-life balance issues, with fellow female co-workers,” she said. Following the recent relaunch of the initiative Women Global Network, Cicci is now overseeing the APAC region and developing the strategy, structure and resources to nurture female talents and future leaders, and to recognize their achievements in the diverse and inclusive workplace.Going forward, Cicci thinks that it’s time our society encourage more young girls to study STEM subjects in schools. “We should address stereotypes that STEM course work are difficult for girls to handle. Instead, we should find ways to build the interest and confidence of our young female generation in the sciences and engineering courses,” she said.The original article was published here.

Getting to Know Kuniko Ogawa Managing Director, Japan at Equinix

Renowned as a land of inspiration and innovation, Japan has always fascinated the world with its new ideas and technology. In this latest post in the ‘Getting to know’ series, we are glad to invite our Japan Managing Director, Kuniko Ogawa, to share her insights on the country’s technology landscape and memorable experiences from her career.Kuniko Ogawa (KO)As a relatively new joiner to our team, what are the three key takeaways of your first 100 days at Equinix?KO: What has impressed me most is the company culture. I witnessed how the company helped its employees navigate the challenges we are facing in 2020 with a whole heart and am deeply moved by the genuine interactions among employees. I bond with the team quickly and am inspired by how the culture truly embodies Equinix’s DNA.I have been impressed by Equinix’s work in changing the perception of the data center industry. The vision has helped to elevate the understanding of what we do, from a simple server farm-based colocation business to a global digital infrastructure company. Businesses can harness our trusted platform to bring together and interconnect the foundational infrastructure that powers their success, as well as facilitating the digital economy. This doesn’t put us at odds with on-premise data centers, but instead a value-added platform to on-premise facilities.Moreover, Equinix’s development strategy in Japan is also notable. While Tokyo has long been known for its business potential around the world, very few providers have thought to position Osaka as a strategic metro despite its high growth. Equinix is one of the few companies that has spotted and invested in this trend and I’m incredibly excited to work with my team to unlock the metro’s potential.We have seen more and more world-class Japanese companies expanding globally. What challenges are they facing and how can they grapple with them?Japanese enterprises have long been known for their innovation capabilities, but agility, data compliance and latency are posing challenges to their overseas expansions. Therefore, right now all they require is a trusted partner like us to provide them with the world-class digital infrastructure needed to expand globally. Our footprints across the globe enable local businesses to innovate, giving them the connected data center platform they need to quickly localize infrastructure, and accelerate the launch of new products and services to new and diverse markets with high-speed, low-latency and secure connectivity.Take for example our recent partnership with Rakuten Mobile Singapore Pte. Ltd., a subsidiary of Japan’s leading network operator Rakuten Mobile, Inc., in delivering its Rakuten Communications Platform (RCP) to global operators and enterprise customers.With Platform Equinix® as its foundation, Rakuten Mobile can interconnect with our diverse ecosystem of over 2,900 cloud service providers (CSPs) and 1,800 network service providers (NSPs). In addition, the company is also able to deploy and connect virtual network services at the edge in minutes, on demand to address the dynamic interconnection bandwidth requirements and network spikes, opening up potential business opportunities around the world.Japan is one of biggest data market markets in the world, as well a key market for hyperscalers. Earlier this year we announced our joint venture with GIC in developing hyperscale data centers in Japan. What is your view on the xScale market in Japan?KO: Undoubtedly, Japan is one of the world’s largest data center markets. However, the country is lagging behind in some areas when compared with other developed economies. It ranked 27th in the IMD World Digital Competitiveness ranking in 2020[1] and in terms of corporate agility and the use of big data was the lowest among the 63 countries ranked.The aging of corporate IT systems is a big hurdle to data center development in Japan. More than 20% of IT systems in Japan have been deployed for more than 20 years, accounting for 40% of the systems used for over a decade.Moreover, with traditional Japanese business culture regarding face-to-face meetings as a mark of respect for customers, the COVID-19 pandemic has caused a drastic shift from in-person to online, becoming an unexpected driving force in data center development.With the Japanese government taking the lead and now using Amazon Web Services (AWS) to host information data platform[2], this is a great opportunity for others to explore the benefits of cloud and digital solutions.All of this mean it is foreseeable that there will be a surge in demand for hyperscalers, and the trend will definitely help further transform Japan into an innovative country backed by robust data center services.Before joining Equinix, you worked at some of the world’s biggest tech companies. How has your experience helped shape your leadership style?KO: First of all, it has trained me how to use logical thinking. When I began my career, my managers have always asked me to put my points together and present in a very short period of time. At first I didn’t understand the urgency but gradually I realized the importance of logical thinking, and I started training my teams to take the same approach as I believe it is an essential ability to succeed in a global and fast-paced business environment.Secondly it has taught me the importance of “commitment”. To me, commitment means working with my heart and soul to achieve my company’s goals – no matter how high those goals are. This includes making full use of all available resources and overseeing all stages of execution. That’s my working style and one of my greatest strengths.Lastly is how it has shown me the value of team building, which is key to creating a shared vision. Teams can work independently or collaborate with each other to achieve the best results, and culture is crucial to making our work possible and rewarding. Often this is easier said than done, but I am thankful for all of the experiences and lessons I have gained throughout my career, which have given me the chance to equip myself with essential qualities to make this happen.As a strong advocate of supporting the next generation of female talent, what is your advice to young women leaders?KO: To answer this I’d like to share a story. In the early years of my career, I was lucky enough to have a great mentor who said, “advice when most needed is least heeded”. In other words, you should look for someone who can directly point out your weaknesses. Also, being honest enough to admit your weaknesses and overcome them will definitely bring you to a new level.Last question, tell us something about yourself that we don’t already know.KO: I am a big fan of Korean drama; I watch them every day before going to bed. It’s a good way to relieve stress!Brandi Galvin Morandi is Chief Human Resources Officer, Chief Legal Officer, General Counsel & Secretary of Equinix and the article was orginally published here.

10 Inspiring Women You Should Follow To Boost Your Career

There's no better date to be moved by the feats of amazing women than on International Women's Day! If you're looking for some motivation for your career, the best place to look is in their stories of success and how they achieved what seemed to be the impossible.Having female role models gives women hope amidst the negative stereotypes and gender biases around the workplace. Role models show women the possibility of who they can become in their careers while leading them along the way.Grab some inspiration with these ten women who have climbed their way to the zenith of their careers!1. Whitney HerdWhitney Herd is the founder of Bumble, an online dating app that prioritizes women's safety by allowing them to make the first move. Herd was previously the co-founder and vice president of marketing of Tinder, another dating app, now a rival of Bumble.While her split from Tinder became controversial, she didn't let the negative criticism shake her confidence. In fact, it drove her to create a better product, proving to everyone that you are more than someone else's opinions.2. Sara BlakelySara Blakely held various jobs in different fields before she founded Spanx, an intimate apparel line for women. After she finished refining her idea for the product, she didn't tell anyone about it until she could patent the idea. It's a move that helped her succeed and introduce a truly groundbreaking product.Throughout her initial product development, Blakely took charge of every decision since she believed in what she was trying to do. We can learn from her hands-on approach and similarly to own our careers. Our careers are a large part of who we are, and no one has a better say on it than ourselves.3. Maria RessaMaria Ressa is a Filipino-Ameriacan journalist who founded and is CEO of Rappler, a well-known news site based in the Philippines. Rappler faced controversy when Ressa was arrested for cyberlibel. As a critic of the current Philippine Government, it was clear to many that her arrest was politically motivated, spurring support from the international human rights community.Despite her harrowing experiences, Ressa never tried to cover up what she believed was the truth that needed to be shared. It's a conviction that we must also hold when it comes to doing our work. There is dignity in working on what we believe in, and we should not compromise our values for anything else.4. Celeste BarberAustralian comedian Celeste Barber loved making people laugh ever since she was young. But when the Australian bushfires caused widespread devastation in 2020, she used her large online following and celebrity influence to start a fundraiser which managed to amass $20 million.The successful turnout is a great example of celebrities using their voice for philanthropy and helping the community. While we can't all be mega-celebrities, we do have our own capabilities and strengths that we can use to help others. It's not about comparing with others, but rather about doing what you can for the common good.5. Nurul HussainNurul Hussain knew that the tech sector is one of the fastest-growing industries, offering great opportunities for women to grow their careers. This led her to start the Codette Project with the goal of helping providing minority women with awareness and access to the tech industry.Ms Hussain understood the barriers that minority women in Singapore and beyond needed to overcome and she focused her efforts on bridging that gap, and empowering her community. The Codette Project shows how women can raise other women in their careers, and it all starts with one brave female entrepreneur who believed in them.6. Vu VanVu Van created ELSA, an AI-powered learning platform that helps non-native English speakers hone their English -speaking skills, as she remembered her own struggles fitting in with her American classmates after moving from Vietnam. It was an ambitious endeavor on her part since she had no related experience in machine learning. But driven by her passion to see her project through, she met with several experts who helped her build ELSA.The creation of ELSA has come at a timely manner, with the coronavirus pandemic increasing the need for online learning platforms. Vu Van did not skimp on infusing ELSA with the best features, making a quality product that will serve many for years to come. Vu Van experience shows us despite your perceived limitations it's important to keep fighting towards your goals find solutions along the way.7. Arianne Kader-CuThough Arianne Kader-Cu was born in California, she wanted to become a trailblazer and give back to her roots, her mother being a Filipina who migrated to the US. The Philippines suffers from "brain drain" with millions of Filipinos seeking to go abroad for a better life. But Kader-Cu felt a sense of responsibility to return and share her talents.Now, she has become the country head for Viu Philippines, a popular video-streaming service operating in 16 countries including Hong Kong, Singapore, and Malaysia. While our careers are made in our name, we must not forget the community that helped us grow and thrive. It's a humbling thing to look back and share our ideas that will help improve the lives of others.8. Rosaline Chow-KooLeading tech entrepreneur Rosaline Chow-Koo founded the CXA Group, an insurtech platform powered by artificial intelligence. Koo held many different roles in different countries ever since her childhood in Los Angeles until she settled down in Singapore.In each role she assumed, she displayed a positive outlook that was lined with an inner strength that helped her achieve her current success. Even as she considered herself very bad at her first few jobs, she didn't give up and focused on learning as much as she can. This life long-learner mentality is essential way for any worker to continuously grow in their career especially in the age of digital transformation.9. Lily Muni HeLily Muni He, started playing golf at a young age developing her talent until she became one of the top female golfers in the world at just 20 years old. Golfing may be predominantly male dominated, with greater attention on the male championships, but Ms He hopes that in the future, there will be equal opportunities for everyone.She aspires to keep playing golf so that more women could enjoy the sport and break barriers. He elaborates, "we’re judged if we look a certain way, as if it diminishes our athletic ability. That doesn’t apply to men. I want to change the conversation around this."10. Veronica ColondamVeronica Colondam is the CEO of YCAB (Yayasan Cinta Anak Bangsa), a non-government organization dedicated to ending the poverty cycle in Indonesia by social entrepreneurship. YCAB helps underprivileged youths find their way to make a living by giving them access to education.Colondam shares the lessons she has learned on her professional journey by mentoring and coaching other women. Her biggest piece of advice? "When you find your passion, then you can live your life with purpose. But that means nothing unless you have the perseverance to handle the difficult times."When women express their passion for their work, it results in success not just for them but also for every woman who shares the same dream. Girls, be ambitious and take note!

Women in Leadership Series: Ms Rieko Shofu Group CEO Pokka Singapore

As part of our women in leadership interview series, Half the sky will connect you with some of the most successful female leaders in APAC who have scaled to the top of their profession. Gain insights on how they pushed boundaries, developed leadership skills, resilience and managed a healthy work life balance.The series addresses workplace issues that affect all professionals, and homes in on the unique challenges women encounter.In the first part of this series, we speak with Ms Rieko Shofu group CEO to POKKA PTE. LTD. in just two years. POKKA is one of Sapporo Holding's most successful brands in the Asia Pacific region where it is a market leader for healthy drinks choices with no preservatives.From beginning her career in consulting and marketing to being the only woman in the boardroom this is Ms Rieko story……As the Group CEO of POKKA Singapore What’s a typical day like for you?My day typically starts with a 20mins morning yoga routine, before I head to the office for some internal meetings with the Chief Executive Officer and/or the finance department to discuss groupwide matters. During lunch, I would usually head down to the nearby food court where I would have a vegan dish, paired with Pokka Oolong Tea (I am not a strict vegetarian though). This will be followed up by another internal meeting, which sometimes takes place as web meetings with subsidiaries in Malaysia or Japan HQ where I also serve as a director. As we have several projects with external partners, I’d usually visit the external office at approximately 4.00pm to 5.30pm.What was your early career like in Japan?Prior to moving to Singapore to join POKKA Pte. Ltd. as the Group CEO in 2018, I was working in Japan at Hakuhodo, an advertising company as a consultant. Subsequently, having established Hakuhodo Consulting in the group, I went on to handle corporate management including business development, overseas development as well as client service such as business restructuring, M&A and marketing. During my tenure at Hakuhodo Consulting, I took on the role of advisor on multiple projects for Sapporo Holdings including PMI for Sapporo and Pokka.With ample experience in Asia, in 2014, I decided to establish Sensing Asia Ltd., a consulting firm that assists customers in exploring business opportunities in Asia, which I am still managing as CEO. I was also approached by Sapporo Holdings to join them to develop and execute a company-wide strategy.Aside from my role in Singapore, I am also serving as a MD to Sapporo Group Foods to manage the food and beverage business holistically.Was becoming a CEO something, you always envisioned yourself doing?No, not as a title but I envisaged myself being a leader that can help create a positive impact on business and in the society.You've spent much of your career in business planning and corporate strategy. How have your previous experiences shaped you for your role today?My years in the consulting field had exposed me to a wide range of clients and industries and the experiences helped me to understand and handle a variety of business challenges and directions. I also felt that my career in the field of branding and marketing helped me to build a vision-led, purpose-led leadership style. The exposure I’ve received over the year has definitely shaped my career today, and for that I am truly thankful.You’re one of a growing number of female CEOs in a largely male-dominated field. What was it like when you just started out in the role?When I took up the senior role such as becoming the General Manager, I never thought much about being a female leader in the largely male-dominated field. Despite being the only female in the senior roles, I simply tried to get on with it and be the best version of myself.Did you feel a lot of pressure taking up the reins of such a role?No, when I took the position as the Group CEO, I did not have time to feel pressure. Instead, I put my focus on helping to strengthen the company's position as the number one ready-to-drink tea brand in Singapore.Japan has struggled to meet its goals on gender diversity especially in the boardroom. Why do you think such goals have never been met?Gender diversity has been a pressing issue globally. I would think that the history of the lifetime employment system had formed a homogenous culture in Japan, making it difficult for Japanese companies to embrace diversity, not just gender wise but also to be receptive with various viewpoints. I’ve seen more females taking up more important roles and certainly, more and more companies are open to having female leaders, especially in the boardroom.What needs to change in the workplace in order for women to play a more productive part?Following up from the previous question, I would say that more companies are ready to promote diversity. Therefore, I would like to encourage all women to step up and take on more important roles.As we celebrate International Women’s Day the tag line for this year is #choosetochallenge – In your view, what’s the most significant barrier to female leadership and greater diversity & inclusion in the workplace?Being a female CEO, which is still considerably uncommon out there, I feel that there is a barrier for women, within oneself as we often subconsciously limit ourselves by the assumptions, or by precedents by the society. So, I would highly recommend women to open up and don’t let fear hold you back from any opportunities, like taking up a leadership position. What is your message to women with regard to empowerment?Women are naturally resourceful, and they possess unique attributes, making them capable individuals who are able to adapt in any situation and add value in anything that we do. Regardless of your role, remember that we are a valuable asset to the workplace as well as the society. I hope more women are able to see their worth and potential and achieve that sense of empowerment and overcome any barriers that they may have, being it personally and professionally. Always see challenges as an opportunity for you to learn and grow.Why do you think that’s important?I think when pausing in front of a barrier, being stuck, one can find the fresh way through struggling, which eventually brings you to the next stage of your carrier. Women might have more chances to do so.What is the best advice you have received in your career“Take the best care of yourself, both mentally and physically as without both it is difficult to contribute your best self.”

Leadership