Parità di genere, equilibrio tra lavoro e vita privata e miglioramento personale: Sono queste le aspirazioni emerse durante la tavola rotonda sulla Giornata Internazionale della Donna che si è svolta presso l'ufficio di Nielsen Singapore in occasione della Giornata Internazionale della Donna. La discussione, organizzata dal Women In Nielsen (WIN) Employee Resource Group, è stata incentrata sul tema #balanceforbetter, il tema della Giornata internazionale della donna di quest'anno, che si basa sull'idea che l'equilibrio sia alla base di un mondo lavorativo migliore.
During the session, an influential panel shared frank and humorous experiences from their business and personal endeavours, and ultimately affirmed that diversity and inclusion are integral to Nielsen’s DNA. Jyoti Jain (Analytics Lead, APAC, Johnson & Johnson) highlighted that men and women should not be pressured to conform to stereotypical gender roles in the workplace, and recruiters should exclude social demographic traits as hiring factors. This was supported by Lesley Ngai (Country Manager, Singapore and Malaysia, Tickled Media), who asserted that gender standards result in individuals being discredited for their unique personalities.
Kelli Nardis (Head of Marketing Science Analytics and Partnerships, Singapore, Facebook) encouraged our associates to invite women, minority group members or social introverts to speak out in the corporate space, especially when they detect that these people have something important to say. Chaitan Rao (Marketing Director, Singapore, Friesland Campina) stated that work environments need to be conducive for working moms, where firstly, they can join the firm easily and secondly, they can thrive and be respected as efficient and capable workers in their own right. Adding to this, Karen Chan (SVP of Digital, APMEA, C&J Clarks) advocated that corporations need to recognize women not just as workers, but also as mothers. Organizations and governments should also re-skill moms after long-term maternity leaves to equip them to remain competitive in a rapidly changing digital workforce while allowing her to spend more time with her family without shame.
INCORAGGIARE GLI UOMINI A ESSERE MIGLIORI PARTNER A CASA
Quando le madri sono competenti sia sul lavoro che a casa, possono essere a corto di tempo, energia e risorse. Chaitan, l'unico relatore di sesso maschile, ha aggiunto che i mariti devono essere dei modelli per i loro figli e la loro famiglia, rispettando le loro mogli e permettendo loro di vivere una vita piena, prestando attenzione alle aspirazioni di carriera e non delle loro mogli. Occorre inoltre impegnarsi deliberatamente per garantire che non entrino in gioco pregiudizi inconsci.
I relatori hanno inoltre convenuto che il linguaggio della maternità dovrebbe essere modificato per includere la paternità, in modo da poter attuare un congedo parentale uguale per i padri e per le madri.
CONSENTIRE ALLE DONNE DI MANTENERE UN'IMMAGINE AZIENDALE VISIBILE E PROFESSIONALE
Career disruptions may occur at different phases of a woman’s life when she works from home to nurse her children, or handle other family commitments. Karen stressed on this, and also highlighted the importance of leading by actions-as long as one is able to deliver the output and contribute to corporate conversations, working from home should not be frowned upon. Competency and responsibility in what we do are thus core values. When this is the case, increased flexibility to work from home should be encouraged.
UOMINI COME ALLEATI NELLA LOTTA PER LA PARITÀ DI GENERE
In fin dei conti, i campioni maschili devono essere attrezzati per il cambiamento e coinvolti nell'agenda delle donne, partecipando alle conversazioni sulla parità. Questo grido d'allarme è stato sottolineato da Chaitan quando ha affermato che, nel contesto aziendale, le aziende possono incoraggiare una cultura in cui gli uomini si sentano a proprio agio nel parlare di parità di genere, in modo che possano esprimere apertamente le loro opinioni e comprendere meglio i dilemmi delle donne con le loro particolari circostanze sociali come sfondo.
The panel was followed by a fireside chat that focused on in-depth experiences in consumer understanding and socio-industrial developments. During the session, Dominique Barral, board member of Catalyx, held a dynamic and candid conversation with our associates, offering tips and tricks about empowering women to be more confident about themselves, boosting health and wellness and creating gender neutral office spaces. Dominique rounded up by attesting that it is crucial for companies to develop a culture of equality and inclusion that supports various opinions, skills and backgrounds, and where social differences are embraced. This enables associates to better understand clients’ diverse backgrounds and their needs and wants in context.
Ultimately, gender equality is crucial for business growth and successful economies, and sustaining a workplace environment that values the talents and perspectives of women is a role that we all play a part in. As a data and technology firm, Nielsen is able to gain deep insights about women’s motivations – to listen to their opinions and perspectives, and understand what is important to them. A glance back at our Consumer Confidence Surveys over the past five years shows women’s increasing confidence and influence. Let’s continue working together to march toward a #BalanceForBetter!
