Corporate Pledge
At SGWIT, we are committed to promoting and empowering women and the future generation in the field of technology.
Last updated 4 March 2026
The Corporate Pledge is a collaborative effort driven by companies committed to building a more inclusive and equitable tech industry. Companies pledged to create a conducive environment with a strong support system to attract, retain, and develop more women in tech.
Join the movement now! More than sixty companies have demonstrated their dedication to fostering a thriving tech ecosystem for women.
We have also compiled case studies to showcase how some companies are championing change and celebrating the impact of women in the tech industry. Read the Corporate Pledge Stories here.
Corporate pledges received
Company Name | Pledged Activities |
| Recruit more women in tech to create a competitive and diverse environment Review maternity leave policy Arrange a women-focused workshop for mentoring or technical training |
| Paid Parental leave: Paid maternity leave has been extended from 16 to 20 weeks, and paternity leave to 15 days High-Po Workshop for Women: 2-day immersive learning experience where female managers are provided with safe space to reflect on their career journey, while empowering them to excel in and maximise their career Time off for Mental Health – Sick leave entitlement extended to cover mental health issues |
| Commit to Inclusion, Diversity and Equity in all aspects of our workplace practices and business, and being an equal opportunity employer Commit to developing our Women@Amazon Singapore chapter as the employee resource group which creates networking, mentoring, training, leadership, and community building opportunities for women from all backgrounds Commit to inspire and educate children and young adults to pursue their interests and careers in STEM. For example, seeding student’s interest in tech through structured programs like AWS Educate which involves K-12 outreach for Secondary schools, and AWS Academy which provides ready to teach cloud curriculum to benefit Polytechnic and University students, providing them with internship, traineeship and career opportunities |
| Establish a Women in Technology resource group across Aon Enhance gender-equitable recruitment practices in technology and analytics fields Build women-focused mentorship and sponsorship programs |
| Engage female students in schools Provide additional education and training, to strengthen awareness and knowledge on gender diversity and inclusion Establish a Women in Tech employee resource group
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| Continue to grow and engage the Autodesk Women’s Network Facilitate more mentorship opportunities within the company Engage with students at higher education institutions |
| Internal corporate activities / resources BofA Women in Technology & Operations (WIT&O) is a line of business advocacy group for Global Technology & Operations. It actively promotes an inclusive environment where all employees have an equal opportunity to achieve personal success and contribute to the growth of our business. WIT&O has more than 7,000 members who provide a community of support for each other. Members choose to participate in regional chapters or globally through workgroups and global steering group programs. Develop and retain female talent BofA is committed to improve promotion, retention and pull through rates for women at all levels by creating a more inclusive culture and by advocating for changes to our people management processes. We have created opportunities for our female talent to directly interact with our regional senior leadership team. Through these interactions, participants can draw on the leaders’ experiences to help them navigate through some of the challenges they may relate to. Seed students’ interest in technology BofA has successfully ran Code to Connect series across multiple years. This is a series that is tailor made for technology penultimate and final year students. Students are given a real bank use case technology problem to solve that gives them a good insight to how we utilize technology within the organization. Additionally, giving them a better understanding of what the bank does. Each edition attracted well over 200 applicants. Our selection process has helped to increase gender diversity in the participants in each of the edition, well above the diversity seen in campus population. BofA strives to make this a yearly event wherever possible and we look to do so in 2022 as well. |
| Set up a Cross-Divisional Women in Tech Resource Team Conduct Professional Coaching and Reverse Mentorship Work With Community Partners to Organise Networking Events Expand Internship and Graduate Programmes for Young Women in STEM |
| Setting quantitative aspirations for recruiting women in digital projects and review aspirations realization on a biannual basis Ensuring BCG has gender-neutral job descriptions for tech-related positions Setting and biannually review the aspirations to have equal retention and promotion rates for women and men in digital projects Organizing a women networking event targeting women in digital spaces |
| BHP Technology mentoring program – where our Technology employees are mentored by more senior BHP leaders to help progress and support their careers. Cross Industry mentoring is also important, to bring outside ideas into BHP and widen the worldview of our Women in Tech, so BHP are also committed to industry mentoring programs run by Dell, and WIMAR ( Women In Mining And Resources ) in Singapore Making BHP’s language more inclusive in our technical documents, contracts, emails and work instructions. The Technology team has changed the way we use traditionally oppressive language to ensure we eliminate gender bias, racially divisive and non-inclusive language from our work environment Cultivating a Technology I&D Council to bring awareness to I&D issues within BHP, stimulate conversations and progress towards a more inclusive environment for all, tracking against a range of goals - publishing a quarterly Technology I&D Dashboard, and metrics agreed with the Technology Leadership Team |
| Promote internal Women Mentorship programme - As part of a wider mentoring programme, "Women Mentoring" is an initiative for colleagues to lean on and be mentored by other inspirational and influential women. Women who are mentored by women feel more supported, and can better relate to the challenges and aspirations by sharing their own experiences, challenges and successes Establish a Women in ByteDance Council - The Women in ByteDance Council will be the voice of the region and specific markets, to represent our female employees in every aspect of our workplace environment and community. The council will drive the agenda and facilitate initiatives on empowering women in ByteDance, challenging norms and biases, and engage on local priorities and policies Create a Women in ByteDance Community - Create a platform where female colleagues can connect over shared experiences, give and receive advice, empower and support one another through our challenges and successes. The community aims to provide the safe space and resources to help our colleagues achieve their personal and professional goals |
| To nurture and build on our newly formed structure for all Women in Carousell: ‘CarouFemme’ so as to create a support structure and a sense of belonging To improve diversity in functions and teams so as to invigorate diversity of thought across the organisation To heighten the awareness of the 'one of a kind' and to encourage the amplification of minority voices |
| Providing access to a women career coach (or leader) to discuss sensitive issues if needed Fair compensation package for women equivalent to their male counterparts Flexibility in work schedule and annual self-care leave given for working mothers and singles for childcare needs and/or women physical/mental health needs |
| To organise /support a female mentorship session or programme To hold a panel discussion featuring key female leaders in the field To organise /support a Female-only Technical Workshop |
| Build and nurture a strong pipeline of women talent in technology – Launch DBS Women in Tech Conference, Partner with United Women Singapore (Girls2Pioneer) to encourage female youth towards STEM related degrees and careers Develop women in tech through training and mentoring – Grow and retain talent within the organisation through various internal and external mentoring and networking events including the IMDA Mentor Connect Champion women in tech through dedicated recruitment and development programmes – Organise specially curated hiring programmes to increase the percentage of women hires in Technology ( such as DBS Women in Tech virtual hiring ) |
| Set up Women in Tech Resource Team Commit public to diverse leadership Conduct executive coaching & professional development Organise/ sponsor events for networking across companies for Women in Tech |
| Establish and sustain the Women's Impact Network Employee Resource Group, a global collective that is dedicated to fostering support, providing networking opportunities and professional development for female employees. We are committed to bolster the representation of women in leadership positions and attract and retain women in STEM fields through strategic partnerships and outreach efforts. Uphold the principle of diversity in our recruitment processes by crafting gender-neutral job descriptions and equipping our hiring managers with the knowledge and tools necessary for inclusive recruitment. We are committed to collaborating with various organizations that champion women in STEM careers, and we will support those re-entering the workforce after career breaks, as well as working mothers, to ensure they find a nurturing and supportive work environment. Demonstrate our dedication to gender equality and family wellbeing through programs that promote work-life harmony. The existing 16-weeks paid maternity leave for locals have been extended to our foreign employees. We affirm our support for involved fatherhood by granting a 6-week paid paternity leave, regardless of the child's nationality, to encourage fathers to take an active role in caregiving responsibilities. Additionally, we offer flexible work arrangements, such as a hybrid working model for applicable positions, and staggered working hours. These measures are crafted to empower our employees with the flexibility necessary to balance their professional responsibilities with their family commitments. |
| Organize a learning journey for female students aimed at sparking interest in a meaningful cybersecurity career To have at least 50% of interns taken into Ensign in 2021 to be females Jointly organize a female youth symposium involving female youths and industry professionals, in partnership with AiSP’s Ladies in Cyber Charter. |
| Educate local talent in digital technologies and provide inclusive in-house training opportunities to local communities, women returning to work after extended leaves, career-switchers and university graduates Spark children’s and teenagers’ interest in the IT profession by engaging and educating them through EPAM’s eKids education initiatives with a special focus on early STEAM education for young girls to encourage them to pursue education in the math and science fields and a potential career in IT / engineering Continue to commit in creating a diverse and inclusive workplace where collaboration is valued and differences are appreciated. Where our teams work together to deliver the most creative and cutting-edge digital solutions and ideas that positively impact our community and the world. Continue to cooperate with local organizations to promote employability and education (e2i, SkillsFuture & IMDA) |
| Organise special outreach events for recruiting female tech talent Implement events/programmes or participate in schools' career day to interest girls in STEM careers Internship/networking/mentorship programmes for higher education institutions' students |
| Actively promotes an inclusive environment where employees have an opportunity to achieve personal success and contribute to the growth of the business. Employees will be able to seek coaching and personal development sessions. Review maternity and paternity leave policies - and provide flexible work arrangements for working parents. Engage female students in schools across different levels of institutions and specialties (STEM, life sciences etc.) Sick leave entitlement will be extended to cover mental health days and an additional two-days per month for menstrual leave. Run and dedicate time and budget to women’s health and wellness events. |
| Provide public commitment to women participation in Tech Enhance mentorship programme with a 50/50 hiring goal for gender diversity Provide opportunities for Mom to re-enter workforce with roadmap for advancement in Career in Tech |
| Commitment to Diversity and Inclusivity: foodpanda is dedicated to maintaining diversity and inclusivity by hiring without bias and promoting gender equality, ensuring a workplace that is welcoming to all. Women in Tech Community Outreach: foodpanda is committed to supporting the professional growth of women through targeted initiatives such as mentoring programmes. Such initiatives aim to empower women in tech, providing them with the tools and guidance to succeed and advance in their careers. Internal Women-Only Programs: foodpanda will strengthen its women-only employee resource group, Women@foodpanda, with the aim to raise awareness on empowering women, foster a supportive network, and retain female talent within our organization. |
| Recruit and empower more women and expose them to technological possibilities To provide an environment that encourages self-learning for women Expand internship and learning opportunities for younger women |
| Empowering Women through Coaching: Organising foundational coaching workshops for 100 women from partner companies to equip them with effective coaching skills |
Building Supportive Networks: Establishing a professional coaching support group for SG Women in Tech (SGWIT) to foster collective growth and exchange insights | |
Bridging the Gender Gaps: Launching community outreach initiatives aimed at addressing gender disparities and creating more inclusive environments | |
Our Promise: Committed to helping individuals and communities thrive by creating spaces for learning, growth, and collective success | |
| Tackle unconscious bias by rolling out unconscious bias training for all employees Recruitment
Female Talent Engagement & Development
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| To drive mentorship and development of female talents, particularly the young and return-to-work groups, to help bolster our female tech talent pool in SG Strengthen awareness and knowledge on gender diversity and inclusion across the organization, through education and training Establish a Women@GovTech employee resource group, to lead and chart future initiatives to support the development and retention of female employees |
| Attract
Develop
Retain
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| Curate an industry-wide movement - SG Women in Tech to attract, retain and develop girls and women in tech Participate in mentorship programmes (as mentor and mentee) to grow women tech talent within IMDA and in the tech industry Seed students' early interest in tech e.g. through career awareness activities or tech skills development for pre-tertiary girls |
| Engage, Network and Recruit more diverse candidates to increasingly create a more diverse & inclusive environment by amplifying our engagement to widen our network. |
Provide speaker sessions & panel discussions to diverse candidates to strengthen commitment to promoting diversity & inclusion within and outside of Infosys. | |
Organize mentoring sessions to women and PwDs, and consistently provide them opportunities that they can leverage. | |
| Promote career opportunities for Women in Tech in Virtual Career Fairs Promote internship opportunities for Women in Tech with Polytechnics/ITEs/Universities Offer academic sponsorship to high potential females in the organisation and providing roadmaps for their career advancement |
| Coaching and personal development sessions for women employees Appropriate HR interventions to support family life by empowering women to manage their working hours flexibly as they need to take care of their families while managing their deliverables Internship and mentoring programmes in place to develop youths. We will put additional efforts to encourage female youths to join our internship programmes Set up a Women in Tech support team comprising of CEO, HR manager, Operations Manager and Marketing Manager Company participation in SGTech Career Support Group to inspire women interested in tech |
| We foster an inclusive culture that ensures women are hired, trained, and promoted based on their capabilities, without gender bias. Offer flexible working hours to help women balance their professional and family responsibilities. Provide mentorship to female employees and the broader community through partnerships, encouraging women to upskill and transition into the tech industry by sharing personal career switch journeys. Many of our staff, including female employees, are mid-career switchers. |
| Engaging our women employees and strengthening women representation across all levels in the organization through programs such as Women on the Move, a firmwide initiative to increase awareness and address topics that matter to women as well as provide a forum for women’s voices at the firm. Educating the next generation of women and instilling in them a passion for technology through junior and youth talent programs such as GenerationTech and Winning Women Program Providing access to tools that enable the successful development, advancement and retention of women; recognizing women's unique contributions to the organization and offering career development strategies and insights to help women become exceptional leaders. |
| To encourage and enable female undergraduates to pursue cybersecurity careers through activities such as career talks, and book prizes To promote cyber literacy and better the understanding of cybersecurity career pathways To build a Kaspersky WiT resource team to heighten confidence of female professionals in cybersecurity through mentorship and coaching |
| Be an equal opportunity employer where our workplace practices are based on meritocracy and not subject to any form of biasness Commit to promoting an inclusive culture within the organization by raising awareness of gender equality and workplace diversity through various activities and programmes. This year, we are running an Inclusive Leaderships and Behaviours programme for our people managers to learn about subconscious biases impacting their daily work situations Work with academic institutions to conduct campus outreach programme, career talks, networking sessions targeting to attract female tech talents into the industry |
| Kobe is committing to upholding fair, gender-neutral hiring practices that ensure equally-qualified women have equal employment opportunities Kobe will carry out executive coaching and mentorship for female employees, both to develop them within their existing roles and to offer career guidance and personal support where needed Kobe is pledging to ensure the availability of internship programmes for interested female students from higher education institutions |
| Participation in recruitment events/activities which support the hiring of women in tech Concerted outreach to girls schools on cyber careers, awareness and tech knowledge - Our KPMG Cares team reaches out regularly to schools on these topics. This year, we will make a concerted effort to reach out to more girls schools Champion and provide recommendations for diversity and inclusion in publications where possible. For example, KPMG is co-writing a publication with Real Estate Developers Association in Singapore (REDAS) on the Built Environment and one of the key insights is around the huge gap in digital talent for the sector based on the current interim result findings. We can make a mention against the backdrop of gender digital divide and digital gender gap, supplemented with face-to-face interviews |
| Continue our inclusive workplace practices that commit to embracing diversity in all of its forms and being an equal opportunity employer Commit to inspiring and guiding underprivileged individuals in pursuing their passion and making a difference to the society through technology Continue building a culture of learning and growing in the tech sector, where empowered women leaders empower future leaders |
| Dedicated Women Resource Team - Lenovo has set up a WILL (Women in Lenovo Leadership) employee resource group dedicated to drive diversity and inclusive in the workplace in order to hold fast to the public commitment to a diverse workplace and leadership Mentorship Programs - Lenovo has a regional mentorship program dedicated to the female employees. It maps a female mentee to a mentor in accordance to the objectives that the female mentee aims to achieve out of the mentorship program Seed interest in STEM education - Lenovo will continue to drive initiatives that promote interest and exposure to STEM education at a young age, particularly Technology in order to build a strong pipeline of talent for the future |
| Create equal opportunities for women to take on Leadership roles by increasing the inclusivity of our hiring practices, attracting a more diverse set of talent and nurturing meaningful relationships that lead to opportunities. In 2021, a key initiative to drive this focus will be diverse slates of candidates and interviewers for our leadership roles Accelerate career growth of existing female talent by building a leadership pipeline through focused development programs. A key initiative in this space is EmpowerIn, an annual cohort program (now in its fourth cycle). The last 3 cycles of the program have been very successful with in-person and hybrid (in-person and virtual) models. However, in 2021 we commit to running the first fully virtual cohort successfully Build a people manager population who are world class at inclusive leadership. Managers are responsible for hiring and promotion decisions, coaching and developing people on their teams which comprise of folks with different gender orientations, abilities and backgrounds. Recognizing that leading inclusively and mitigating bias will take sustained focus, we have rolled out an inclusive leadership framework and our managers across the globe, now engaging in a live-virtual learning course called Leading with Inclusion. By the end of 2021, all of our people managers in Singapore will complete this course |
| Champion diversity goals by leading efforts to increase women representation Cultivate an inclusive workplace, and actively create opportunities for women from diverse backgrounds Commit to developing women for leadership roles, and empower women tech talent through mentorship, while fostering a strong community spirit |
| Scale locally in Singapore our award-winning Girls4Tech™ education program, designed for girls ages 8-16, aims to create future problem-solvers. Based on STEM principles, Girls4Tech was developed in conjunction with our top engineers and technologists to showcase Mastercard’s payments technology, incorporating our deep expertise in encryption, fraud detection, cybersecurity, AI, data privacy, and more Support research to enable women’s empowerment Drive targeted events or initiatives (mentoring, external/internal speakers, etc) to support development of women leaders through our internal Women Leadership Network |
| Organize learning and engagement session(s) with McKinsey’s global women tech leaders to provide role models and to inspire more local women in tech Provide guiding insights on supporting the inclusion and advancement of women in tech, as part of McKinsey’s Women in the Workplace research Conduct professional development session(s) to cultivate leadership skills and to build a peer support community for women in tech |
| Microsoft Corporate Activities
Empower Others to Achieve More
Spark early passion for tech with Girls
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| To encourage and empower women to build personal and professional development by providing guidance, advice, and feedback to each other, via peer-to-peer mentoring circles To encourage young fathers to take an active role when a new baby joins the family, by providing structured and official paternity leave, promoting equitable load share between both working parents. To build a supportive community for the women and allies at our company by creating an open space for discussion, sharing experiences, providing mentorship, and facilitating outreach to the wider community. Motional aims to ensure inclusivity and equitable advancement, and promote opportunities for growth and success for women within the company and beyond. |
| To build a female talent pipeline To drive women mentorship and sponsorship programs To launch initiatives to inspire women to embark on a career in tech |
| Set up a Cross-Divisional Women in Tech Resource Team Conduct Professional Coaching and Reverse Mentorship Work With Community Partners to Organise Networking Events Expand Internship and Graduate Programmes for Young Women in STEM |
| Recruiting more female talent to build balanced teams - We attract and value talent that reflects our community of partners, customers, and employees Nurturing an inclusive culture - We strive to support our workforce not only in their professional journeys but in their personal growth as well. That includes a fair and equitable approach to promotions and pay parity, offering comprehensive benefits, providing learning and development programs, and supporting everyone in Dynamic Work:
Foster female employee engagement through Employee Resource Groups such as Women@Okta (W@Okta)
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| Invest in equity to achieve equality - Deliver the inaugural Women in Tech Summit for Oracle women, investing in top technical talent to enhance innovation, product development as well as technical capability and career advancement Commit to increasing representation of female leaders and experts across the organization - through targeted development and engagement activities, empowering current and future generations of Oracle women leaders Organize and sponsor events that foster professional networks - creating an environment of growth and retention of Oracle women leaders |
| Grooming the next generation female leaders (examples of initiatives are PayPal Women Luminaries Program, internships, etc.) Creating more opportunities for our female employees (one way is through our affinity group, Unity, which aims to help our female employees thrive and provide them with growth opportunities) Talent pipelining and attraction of female tech talent (examples of initiatives are recruitment events/career talks targeting female students) |
| Form a Pensees' 'Women in Tech' Committee - to roll-out of whole year activities for women in tech, for example our HR is currently planning an International Women's Day Celebration for our office Organise women-related talks during International Women's Day and other days of the year, to promote women well-being; such as talks on bust care, symptoms of breast cancer, etc. Raising the profile of 'Women in Tech' at Pensees by writing feature stories and publicising them through our digital media platforms |
| Organize a foundational coaching workshop for 100 women from partner companies, emphasizing knowledge on conducting effective coaching sessions. Establish a professional coaching support group for SGWIT Community outreach initiatives to bridge the gender gaps |
| Nurture our growing female talent in technology by offering executive coaching to females in tech at PwC Singapore Amplify the voices, achievements and challenges of women across diverse backgrounds and drive their personal career goals forward by creating 'Lean In' circles and safe spaces across the firm Collaborate with educational institutions and exchange sharings with female students around careers in STEM, showcasing the journeys of our female tech talent in PwC Singapore |
| Ensure that a minimum of one interviewable candidate for positions across senior role vacancies (i.e director and above) and fresh graduate/internship opportunities is female Conduct anti-bias training for all hiring managers Execute regular women-only school outreach programs (Secondary and tertiary level) in collaboration with other participating WIT companies Conduct school outreach programs for secondary and tertiary students To showcase success stories of the Women at Razer through internal communications channels and social amplification programs To facilitate networking opportunities for and with phenomenal women across the tech industry |
| Provide continuous support for Mothers at workplace such as maternity benefits, flexible working hours, nursing rooms, and counselling services Concerted initiatives to endorse women empowerment (personally and professionally) such as women-focused tech talks, International Women’s Day panel discussion and support networks at the workplace Commit to implement workplace practices that embraces inclusivity and equality in all forms, striving towards an equal opportunity employer |
| Internal Corporate Activities/Resources - To grow Salesforce Women's Network (SWN) members and participations. The Salesforce Women’s Network is instrumental in achieving the goal of 50% women leaders, across all levels and geos, and representative of all Equality Groups at Salesforce, to empower and inspire all employees to lead in their own lives without limitation To host Virtual Mentorship programmes with benficiaries/schools. 30 min conversations between employees working within Salesforce to raise awareness about the breadth of roles available within the industry amongst women. Whether they are mothers, women returning to work after a short/long break, high school students or university students To host Networking Opportunities (SWN Circles) monthly. SWN Circles is a virtual safe-space discussion on women supporting women. Facilitators will have a scheduled program with pre-determined dates and access to a curated library of resource materials incl. intro video and discussion guide To host #IamRemarkable programs monthly to improve self promotion motivation and skills of women |
| Build internal Inclusive Leadership Succession - Ongoing: part of a Leadership Experience and Development program we have launched in Southeast Asia with two cohorts- aspirational leaders and senior leadership successors. Nominations are based on succession readiness and gender diversity Continue to build a targeted pipeline with gender diversity - Ongoing: changing the way we attract talent by nurturing select talent communities. Run targeted talent win events led by our talent attraction team (we have had dedicated cohorts of early talents and/or females) to engage with them through an immersive experience whilst increasing brand visible and nurturing pipeline for selected types of roles Launch of an SAP Women Founders’ Forum (new for 2021) - This initiative will provide female founders access to mentors and experts to walk them through the processes, how to integrate to SAP technology/, learn from other startups that have already integrated to SAP offerings, in addition to providing mentorship on other areas as such financial advice and scaling. We are aiming not only to inspire more women to start startups, but more importantly help women who already have started startups become more successful with access to the right resources |
| Through SAS Women’s Initiatives Network to create opportunities and a community where women in SAS are encouraged to achieve their full potential, both in their personal and professional lives. Commit to build female tech talent pipeline in hiring Create a cozy dedicated nursing environment on-site |
| To organize seminar with panel featuring female leaders in blockchain field To conduct female-focus technical training/workshop related to blockchain To hold/support female-focus hackathon related to blockchain |
| Leadership stance on promoting diversity and gender equality Gender equal HR policies and practices Dedicated content and event series promoting SG WiT |
| Implement structural interventions (e.g. dedicated facilities, new policies) to better support women (e.g. mothers) in the workplace Develop mentorship programs within the company to enable professional development across the organization Increase visibility of female role models to foster interest in the Tech sector and inspire the next generation of leaders |
| Feature female employees and leaders in Shopee's communication platforms - to support gender diversity across different roles and levels. Train, coach and mentor female employees through talent programmes - to provide access to training and professional development for both men and women. Feature Shopee's female spokesperson(s) at webinars or events for students, graduates or working professionals - to inspire more women to join the tech sector and spark their interest in tech careers. |
| Organize special outreach events for recruiting female tech talent such as internships, career talks. Set up Women in Tech Resource Team Mentorship Programme for coaching and development |
| To encourage and grow women in tech, by organising internal and external events. E.g. speaking panel for International Women’s Day, Networking session for female employees etc To seed students’ interest in tech by Implement events/programmes to interest girls in STEM careers, e.g. Singtel-SUTD women in tech scholarship To celebrate women’s successes and our everyday heroines by featuring their stories on social media |
| Increase female representation in senior leadership positions to 35%. Foster an inclusive and family-friendly culture through enabling flexible ways of working, coaching programme for women, and 20 weeks of fully paid maternity or adoption leave. Empower young women to be digitally ready to enter the technology industry. Build a pipeline of Futuremakers through community investment programmes and employee volunteering. Celebrate women’s individualities by supporting and personalising their wealth needs to achieve their financial goals. |
| Encourage networking within ST Engineering and with external partners through sharing of best practices and experiences Build pipeline of women talents and offer mentorship and sponsorship for individuals on women in leadership professional development Create awareness of diversity @ work and organise events/webinars/feedback sessions and support groups within ST Engineering |
| To implement Total Experience™ (TX) programme and to work with schools, IHLs to provide internship, networking and mentorship opportunities; for female students to be exposed in areas such as Technology, CX and Product Design Conduct executive coaching and professional development for female talents and to provide equal access to both men and women Launch a new HR initiative to support employees with dual-roles such as working mom and caregiver to elderly parents to be given flexibility in working hours to attend to needs at home. Company to provide an additional of 2 days of family leave programme for working mom/caregivers |
| On-site Nursing room (Structural workplace intervention) Mentorship Program (Coaching & Professional Development) Seeding students’ interest in Tech via Internship Program |
| Create ERGs and allyship programs for our female employees and roll out a Women in Leadership program Review our maternity and paternity leave policies and advocate for flexible work arrangements Conduct career talks with secondary schools to create awareness about career opportunities in the industry for students and with parents" |
| Internal Corporate Activities and Resources
Mentorship & Professional Development
Networking Opportunities
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| Connect aspiring women leaders in Tech to mentors, role models and domain experts and nurtures curated, one-on-one conversations coupled with career-specific guidance to enable women to grow and lead Aims to break access barriers to leaders in Tech Industry and to facilitate access between women leaders and mentees. It is a mentee driven platform which empowers women is tech to choose from a pool of mentors as per their specific career needs. Create a cross- organizational community of mentors and women mentees who believe in helping women leaders in Tech grow and find relevant opportunities |
| Rejuvenation leave - Entitlement extended to cover mental health/ family issues Regular inhouse global held Woman networking, mentoring and events Embrace CCP/ SGUP of Woman Returning to Work after long sabbatical break due to family commitment |
| Women@Workday: This is a dedicated platform that aims to support, connect, and empower women and other gender minorities. These groups provide a safe space for women to network, share experiences, and advocate for their needs. Mentorship programs: Workday offers mentorship programs such as Women in Sales and Women in Sales Leadership that pair female employees with experienced mentors who can provide guidance and support. Family Support: Workday offers Maven, a comprehensive programme that is designed to support employees and their families throughout various life stages, with a particular focus on women's health and family planning. It also provides reimbursement support for family building expenses. Maven's wellness program covers topics like Endometriosis, Irregular Periods, Birth Control, and Nutrition. Flexible work arrangements: Workday offers flexible work arrangements, such as remote work and flexible hours, which can be particularly beneficial for women who are balancing work and family responsibilities. |
Find out more about the Corporate Pledge here.