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True empowerment isn’t a campaign or a slogan; it’s built through consistency and intention. And as many leaders noted, the work begins with ourselves – because only when we are grounded can we meaningfully uplift others.
- With inputs from Priya Sunil, Sarah Gideon, and Umairah Nasir.
Despite the barriers and challenges women continue to face, there is a growing silver lining: leaders around the world are stepping up, driving meaningful change, and intentionally opening spaces for women to unlock their potential and shine – both professionally and personally.
Building on the previous chapters of our International Women’s Day series, this edition brings together more HR and business leaders from across the region. They share the deliberate choices and people-first practices through which they create environments where women feel empowered to be their true selves, supported to grow, and encouraged to rise.
More stories are on the way – stay tuned for the voices and insights still to come in the weeks ahead.
Haylee Money, Vice President, Human Resources, Healthcare & Cluster Head, DKSH
In my role at DKSH, I intentionally advocate for talented women by increasing their visibility across the organisation. This includes recommending them for stretch assignments, spotlighting their achievements, and connecting them to networks that support their growth and career progression.
At DKSH, we have also developed ‘Ripples’, a programme designed to drive a systemic culture shift through inclusive leadership. The programme focuses on building a stronger pipeline of inclusive leaders and strengthening equitable practices across the organisation. In parallel, we ensure robust and unbiased internal recruitment practices, which have resulted in a strong representation of women successfully progressing into senior leadership roles.
Maria Zarah Hernandez, Vice President of Employee and Industrial Relations, Metrobank
In my line of work, I strive to empower the teams around me by creating spaces where their voices are heard, valued, and elevated. Through these, I help the Bank champion opportunities that help women grow – whether through meaningful work assignments, or leadership aspirational programmes.
I model inclusive leadership by encouraging open dialogue, recognising strengths, and ensuring women feel supported in bringing their full selves to work. Through these efforts, I help cultivate a culture where women gain the confidence, capability, and visibility they need to thrive and lead.
Kard Pongsakorn Chanchaisrisakul, VP – Head of Organisation and Talent Development, Lazada Thailand
To empower women, we must first empower the data.
In my work, I champion performance management that is strictly data-centric to eliminate unconscious bias.
The impact of this approach is visible in our'“IMPACT' manager successor readiness programme. Based purely on performance metrics and potential, 60% of the selected individuals were women.
We don’t need to lower barriers; we just need to remove the bias that hides existing excellence.
I’m committed to building a workplace where my daughter's generation will be judged solely on their impact and results
Wong Sze Keed, Chief Executive Officer, AIA Singapore
I firmly believe in championing and mentoring emerging female leaders.
It’s not enough to break barriers myself – I feel a responsibility to ensure those barriers don’t exist for the next generation. That’s the thinking behind the Executive Committee (EXCO) mentorship programme I launched, where I personally guide high-potential women and provide them with direct exposure to senior leadership and strategic decision-making. By actively advocating for their growth and creating visible pathways to advancement, we are building a strong pipeline of future leaders and ensuring that talent, not gender, defines their success.
Miranda Lee, Chief Workforce Officer, Motul Asia Pacific
True empowerment comes from equitable access to opportunity and the purposeful use of capabilities to create lasting impact, enabling meaningful, and inclusive career growth.
At Motul, fairness and equity are core to our philosophy, guiding how we hire, develop, and grow talent so that everyone – regardless of gender or level, has the opportunity to thrive.
Empowering women, to me, is about being intentional in our everyday actions. We take pride in fostering a supportive environment grounded in psychological safety, co‑creating career portfolios, and building diverse teams that accelerate both individual growth and business performance.
Magdalen Tsang, Head of Human Resources for Asia Pacific, Natixis Corporate & Investment Banking
In fitting with this year’s IWD theme, “Give to Gain”, I believe it is important to give back to the female community by empowering women with the confidence and opportunities to succeed.
I have mentored female employees in the past and have learnt so much from our discussions as they share their unique experiences in the workplace and aspirations for the future.
At Natixis CIB, we engage our 'We In Natixis Network' which aims to involve the whole community in the gender equity conversation, using diversity and inclusion as a strategic approach to help the business and achieve greater impact.
Janice Yeo, General Manager, Clinico Group
I make it a priority to take good care of myself. Setting aside time to exercise, staying fit, and practising self-love aren’t just routines, they are acts of strength and discipline. When we feel healthy and grounded, we show up with greater confidence, clarity, and resilience.
I’ve also found that taking care of myself encourages others to do the same, creating a ripple effect of courage and support. Ultimately, true empowerment comes from being genuine from being comfortable in our own skin, smiling often, and choosing to be a source of positivity and strength for those around us.
Gabriel Escarrer, Chairman and Chief Executive Officer, Meliá Hotels International
In Meliá, empowering women starts with ensuring real equality throughout the entire employee journey. Our workforce is balanced 50-50, and women already hold 42.7% of leadership roles and nearly half of all junior management positions. We know diversity and inclusion are essential for building a sustainable and competitive company, so our ‘Equality Plan’ is a strategic tool that guarantees fair access, development, pay, and promotion – regardless of gender.
With nine action areas, from recruitment to work–life balance, we make sure gender perspectives are integrated across all levels and hotels, helping women grow and thrive within our organisation.