Igualdade de gênero, equilíbrio entre vida pessoal e profissional e aprimoramento pessoal: Essas foram as visões aspiracionais que surgiram durante o painel de discussão do Dia Internacional da Mulher, realizado no escritório da Nielsen em Cingapura no Dia Internacional da Mulher. A discussão promovida pelo Women In Nielsen (WIN) Employee Resource Group foi centrada no tópico #balanceforbetter, o tema do Dia Internacional da Mulher deste ano, que se baseia na ideia de que o equilíbrio impulsiona um mundo de trabalho melhor.
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.
INCENTIVAR OS HOMENS A SEREM MELHORES PARCEIROS EM CASA
Quando as mães são competentes tanto no trabalho quanto em casa, elas podem ficar sem tempo, energia e recursos. Chaitan, nosso único palestrante do sexo masculino, acrescentou que os maridos precisam ser modelos para os filhos e a família, respeitando suas esposas e permitindo que elas tenham uma vida plena, prestando atenção às aspirações profissionais e não profissionais de suas esposas. Também devem ser feitos esforços deliberados para garantir que preconceitos inconscientes não entrem em jogo.
Os participantes do painel também concordaram coletivamente que a linguagem da maternidade deve ser alterada para incluir a paternidade, onde a licença parental igual pode ser implementada para os pais e para as mães.
PERMITIR QUE AS MULHERES MANTENHAM UMA IMAGEM CORPORATIVA VISÍVEL E PROFISSIONAL
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.
HOMENS COMO ALIADOS NA LUTA PELA IGUALDADE DE GÊNERO
No final das contas, os campeões do sexo masculino precisam estar preparados para a mudança e envolvidos na agenda das mulheres, participando das conversas sobre igualdade. Esse grito de guerra foi enfatizado por Chaitan quando ele afirmou que, no contexto empresarial, as empresas podem incentivar uma cultura em que seja confortável para os homens falar sobre paridade de gênero, para que eles possam expressar abertamente seus pontos de vista e entender melhor os dilemas das mulheres, tendo como pano de fundo suas circunstâncias sociais únicas.
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!
