IWD 2025: Driving change for women at work

“As a parent of a daughter, I aspire for a future where she, and all women, have the same opportunities as their male counterparts.” – Aileen Tan, CHRO of AIA Singapore

International Women’s Day, observed annually on March 8, stands as a pivotal moment to celebrate women’s achievements and to reignite the global drive for gender equality. This translates to creating workplaces where women thrive, lead, and are empowered to reach their full potential in the corporate world.

However, achieving true gender equality requires ongoing commitment and action from organisations, focusing on diverse leadership, including hiring practices, and dismantling systemic barriers.

In this context, HRM Asia spoke with Aileen Tan, CHRO at AIA Singapore, to gain insights into the company’s initiatives and the steps organisations can take to accelerate gender equality. Tan shared her perspectives on the importance of mentorship, leadership development, and the role of male allies in driving meaningful change within the workplace.

With this year’s IWD theme, “Accelerate Action”, what is your interpretation of this theme, personally and in your capacity as CHRO of AIA Singapore, and where do you believe organisations must focus their efforts to advance gender equality?

Aileen Tan: “Accelerate Action” resonates deeply with me, both personally and professionally. As CHRO, it underscores the urgency of driving meaningful change in diversity, equity, and inclusion (DE&I). We have recognised that more needs to be done to accelerate diverse hiring and promotion practices, not just for women but for all emerging talent.

At AIA Singapore, we have made significant strides in this area through our EXCO mentorship programme. Our successors for key roles—including Irma Hadikusuma, Chief Marketing and Healthcare Officer; Kenneth Tan, Chief Corporate Solutions Officer; Kelvin Kua, Chief Partnership Distribution Officer; and Afees Ashroff, Chief Technology Officer—have received invaluable guidance from Wong Sze Keed, CEO of AIA Singapore. These leaders are the fruits of our developmental initiatives, encompassing more than just mentorship but also a comprehensive array of training and growth opportunities.

Our inclusive leadership bore fruit, with six out of 13 C-level executives within AIA Singapore being women – an equal split that underscores the organisation’s commitment to gender diversity and equality.

Crucially, we prioritise diverse recruitment strategies and unbiased hiring processes to ensure inclusion at all levels. This ensures that we retain a diverse talent pool and that women are included at all levels.

Personally, I think it is also about continuous learning and engaging in training sessions focused on gender equality and, especially, unconscious bias. This enhances my understanding and leadership approach to advocate for women’s advancement into leadership effectively.

AIA Singapore has a commendable 40% female representation in senior leadership, double the Singapore average. What specific actions and initiatives have been most effective in achieving this gender balance, and what advice would you give to other organisations looking to replicate this success?

Tan: Our success stems from intentional inclusive recruitment and promotion practices. We have embedded DE&I principles into job descriptions, hiring criteria, and the composition of selection panels. In our Executive Committee, the strong presence of women sets a powerful tone throughout the organisation, demonstrating our commitment to diversity.

Ensuring psychological safety is also key, and empowering women by providing them with a safe avenue to voice concerns without fearing retaliation. The implementation of clear reporting mechanisms and the strict enforcement of anti-harassment policies further contribute to a supportive environment.

My advice to other organisations is to be deliberate and proactive in embedding DE&I into every aspect of the employee lifecycle, from recruitment to promotion. Cultivating a safe space for all employees requires a multi-prong, top-down approach. Leading by example is one of the most direct ways to foster a culture of respect and psychological safety.

What role do male colleagues and leaders play in fostering gender equality in the workplace, and how can they be effective allies and advocates for their female colleagues?

Tan: Our male colleagues and leaders who support policies and actively participate in campaigns which promote gender equality have been instrumental in our journey towards achieving true equality. This includes actively listening to women’s experiences and learning their different perspectives, both of which will go a long way towards challenging harmful stereotypes.

When men speak up for women, they serve as role models for other men, exemplifying respectful behaviour and influencing their peers to adopt similar attitudes towards gender equality, creating a more inclusive environment. Allyship from male colleagues is not just helpful; it is essential for driving meaningful change.

Looking ahead, what are your hopes and aspirations for the future of women in the workplace, both at AIA Singapore and more broadly?

Tan: As a parent of a daughter, I aspire for a future where she, and all women, have the same opportunities as their male counterparts. This means a level playing field for career advancement and a supportive workplace that enables women to balance professional and personal responsibilities, especially during significant life events.

I hope working mothers, me included, and single women caring for their aged parents and/or siblings can be positive role models, demonstrating that thriving in family life and a fulfilling career is possible.