Despite a slight decline in men taking paternity leave, women still make up 72% of parental leave takers in 2023 in South Korea.
A surge in remote work for parents and people with disabilities has narrowed the participation gap with the general workforce.
Female employees are also prioritising factors like pay transparency and the prevention of sex harassment when it comes to finding new employers.
Despite a slight uptick, Malaysia’s female labour force participation still lags behind men’s, ranking eighth among ASEAN nations.
Australia’s STEM talent shortfall prompts government action with the Pathway to Diversity in STEM Review that advocates for inclusive solutions.
Over 80% of male employees took paternity leave, yet 47% took only 1-3 months, while 51% of females averaged 12-18 months.
Organisations can do more to complement government efforts in creating a more inclusive, accessible society for PWIDs in Singapore.
Embark on HRM Asia's first CHRO event of the year in the Philippines to compare notes, realign strategies and elevate the workforce for the future.
A new report by Rothman & Roman has highlighted some of the best practices of organisations when it comes to employee communication for ESG projects.
Developing successful mentorship programmes can help organisations enable a cycle of diverse leadership, especially for female employees.
CHRO Philippines 2024 will let HR leaders gather in Metro Manila to compare notes, realign strategies and elevate the workforce for the year ahead.
CHRO Philippines 2024 will look into innovative strategies that CHROs can use to formulate great people-first strategies in changing organisations.
The integration of AI into HR practices demands more than just technological adoption; says Barb Hyman, CEO of Sapia.ai
Managers need to identify the six major factors that are behind the reasons employees leave and how to manage them to retain headcount.
To prevent a negative impact on corporate agendas, do organisations need to provide more clarity around their DEI goals?
HR leaders must address shifting dynamics such as technology advances and workforce tensions in 2024, says new research from Gartner.
With the right methods and practices, data can be the most powerful tool for making a real impact in eliminating bias and promoting DEI.
South Korea faces a 70% gender wage gap with barriers like childcare and career breaks impeding equality progress.
Roche champions diversity in global healthcare, fostering innovation and inclusion to bridge gaps in research and care to ensure no patient is left behind.
Cambodia is looking to increase the employment of disabled people, which currently number less than 1% of the workforce.
Embracing workplace authenticity and flexibility for neurodiverse individuals fosters innovation, success, and a more inclusive environment.
Gender inclusivity challenges persist, stressing the vital role of transparency and flexibility in cultivating an inclusive work environment.
When it comes to gender imbalance at work, male leaders need to step up and be a part of the discussion.
Due to the rising ageing population and low wages, labour shortages in facilities for disabled people are increasing.
A new research study revealed the parties most affected by microaggressions in the workplace, and solutions to tackle and remedy the situation.
HRM Asia delves into key trends and priorities shaping workforce management in 2024 with insights from industry leaders.
Gender balance fuels job satisfaction and productivity and reduces turnover while cultivating a happier, more engaged workforce.
As organisations continue to develop key strategies for 2024, a focus on their employees is unlikely to be far from the minds of many HR leaders.
The Career Pathways Pilot challenges misconceptions, emphasising the untapped potential of individuals with disabilities.
CHRO Malaysia will provide HR leaders with an opportunity to learn and develop effective people and organisational strategies for 2024.