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Leaders from Central Retail Corporation, Micron Technology, Razer, HEPMIL Media Group, and more have stepped up to lead, mentor, and empower people of all genders and generations to grow personally and professionally.
- With inputs from Umairah Nasir and Sarah Gideon.
Women’s empowerment and gender equality do not happen through intention alone – they become real through collective action and committed leadership.
More HR and business leaders from across the region shared their practices in our International Women’s Day series this year, demonstrating that meaningful impact is driven by what leaders do, not just what they say.
While this year’s International Women’s Day series may be concluding for now, the work continues. Inspiring stories are all around us, and each of us has a role to play. Let’s keep the conversation going, and champion true empowerment through even the smallest things in our everyday lives.
Norhayati Fazil, Head of Human Resources Management, Bank Muamalat
One meaningful step I take to empower women around me is mentoring and creating supportive spaces for growth. I intentionally share knowledge, experiences, and practical guidance to help women build confidence in their academic, professional, and personal journeys. I encourage open conversations where ideas are respected, and achievements are celebrated.
By advocating for equal opportunities and fair recognition, I aim to challenge stereotypes and promote leadership among women. I also support women-led initiatives and collaborations, ensuring their voices are heard and valued. Through consistent encouragement and active support, I hope to inspire women to recognise their strengths and pursue their ambitions boldly.
Ronnie Xu, APAC Head of HR, CHAGEE
One thing I am doing to empower women is making sure they feel heard and supported in their growth. I make time to mentor and have open conversations with women across different roles, especially those who may not always speak up. I encourage them to keep learning, try new challenges, and see a bigger world beyond their current roles.
I often think of tea as something that brings people together, and I try to build that same sense of connection in our workplace. When women feel connected and respected, they grow with confidence.
Monica Chia, VP HR East Asia Japan, Schneider Electric
Women advance more confidently in workplaces that weed out biases and emphasise skills-focused recognition. Over the years, my decision-making has thus been guided by principles of fairness and transparency. I believe this has allowed us to build a rewards system guided by capability.
I have also been intentional about fostering a culture in which opportunities are visible and where leadership advocacy is natural by all and for all genders. When progression is grounded in merit and mutual support, women are able to move ahead on their own terms. Over time, this builds a workplace where diversity fosters strength.
Quek Li Ling, Head of Human Resources, General Affairs & Marketing Communications, Cathay United Bank (Singapore Branch)
One thing I’m focusing on is shaping people practices that create a supportive and sustainable environment for women at work. At CUB Singapore, this involves reviewing and refining policies, processes and conversations to help employees manage expectations and perform effectively.
I believe empowerment comes from providing the right framework and guidance, so women feel supported to contribute, grow and navigate their careers with confidence, while balancing priorities and organisational needs.
Panchalee Weeratammawat, Chief People Officer, Central Retail Corporation
One thing I am committed to is building a better community for us all and for the next generation, which women can play a big part in. As a wife, mother, sister and leader, women need to juggle to strike the right balance between these roles. They should be given flexibility and support to manage their lives, while having access to opportunities to grow in their careers, if they want to. My role is to create an environment where women can grow with confidence either personally or professionally. When women are trusted with responsibility, equipped with the right skills, and given room to lead, they rise naturally.
So, to all women around the world, belief in yourselves, lead your lives, chase your dreams and do your best in every step of the ways. If I can do it, you can also do it!
Tan Kia Hiang, Senior Director, Global People Services and Solutions, Micron Technology
Empowering women starts with creating environments where they feel supported and confident to lead, enabled by mentorship, shared experience, guidance and opportunities. Through Micron women’s leadership network, we provide a platform for women to learn from one another, build confidence and grow into leadership roles.
We also take a holistic approach to support all our team members, from wellbeing to career development, including pathways for women who took a pause in their career and returning to the workforce. I believe when women are given the right support at the right time, they gain the confidence to step forward and become stronger, more inclusive leaders.
April Wan, VP, Global Head of People and Organisation, Razer
One thing I focus on is ensuring women are recognised, supported, and given real opportunities to lead. At Razer, women shape our progress as gamers, creators, engineers, and leaders. In fact, they make up about 35% of our global workforce and roughly one-third of our leadership team, well above industry norms.
This year, our International Women’s Day theme is ‘Recharge’. In a fast‑paced industry like gaming and technology, taking time to recharge socially, physically, and mentally is essential to sustaining creativity, resilience, and high performance. By supporting how women grow and lead, we enable them to continue shaping the future of gaming together.
Shah Md., Regional Head of People, HEPMIL Media Group
I challenge biased language. Subtle biases often creep into performance reviews or casual conversations. Male allies can call out phrases like “too emotional” or “not assertive enough”, which unfairly penalise women. In HR contexts, allies can push for competency-based evaluations rather than focusing too much on personality-driven judgments. This ensures women are assessed on measurable outcomes, not stereotypes.
Another thing that I support is normalising flexible working arrangements. Singapore’s workforce is diverse, with many women balancing caregiving responsibilities. Male allies can advocate for flexible schedules, hybrid work, or part-time leadership roles. By openly using flexible policies themselves, men help destigmatise them as “women’s benefits”. This creates a culture where flexibility is seen as a productivity enhancer, not a career limiter.