The theme of International Women's Day this year is #choosetochallenge, and certainly despite the progress made over the years, much remains to be challenged in the business world. People Matters asked Lee Min Yin, Director, HR Business Partner, Specialties Fulfillment & Marketing, Global, at multinational petrochemical firm SABIC, for her perspective on the challenges and successes in her industry. Here's what she shared.

This year, International Women's Day is themed around challenging bias and inequity where we see it. What are the challenges you personally see to diversity and inclusion in the petrochemical industry? 

While there has been headway made in progressing gender equality both in offices and at home, more can be done to challenge prevailing stereotypes. It is important that employers ensure that equal opportunities are provided, and fair treatment is institutionalized across all business units.

People are the cornerstone of our success, and as business leaders, we must recognize that a diverse and inclusive environment that cuts across gender divides will drive innovation and change. I take great pride that at SABIC, we offer jobs based purely on merit and ‘best’ fit, and we ensure all employees feel welcomed.

In my personal career journey, I am thankful to have been able to work alongside supportive and experienced colleagues that complement my skillsets with their own strengths and capabilities. This in turn has helped me grow. Hiring with D&I in mind results in a talent pool with diverse perspectives that can tackle issues creatively and intelligently. I am proud and honored to be working with such a dedicated and talented team, both locally and regionally.

In addressing inequities from a HR perspective, what approach works best? What metrics do you use to gauge the effectiveness of this approach? 

Addressing inequalities require a 360-degree view and no single approach can tackle all aspects of the issue. It is critical to create and nurture an inclusive culture where differences are celebrated as opportunities to grow and learn. For example, we offer jobs based on competencies through a strict review process. There is no differential in salaries based on gender.

It is imperative for all organizations to create a gender equal environment where women’s voices are heard and celebrated. This aligns with our values and is reinforced through our Code of Ethics and Fair Employment Practices, which safeguards fair treatment and the provision of a respectful and welcoming work environment. As an Equal Opportunity Employer, we ensure everyone is treated fairly, with dignity and respect.

What do you find works best for building a diverse talent pipeline in this industry, whether internal or external? Could you share one or two examples of specific policies that help address bias?

Change starts from the top; business leaders across all industries should be encouraged to lead by example. Open lines of communication need to be maintained so that ideas and feedback can be constructively exchanged, cultivating an inclusive and dynamic work environment that can foster personal development and provide opportunities for growth and innovation. Correspondingly, there should be a willingness to learn from others, while drawing inspiration from best practices from across all industries.

We recognize the need to invest in employees to create a strong talent pipeline of future leaders. We have established a SABIC Women’s Network whereby our female employees can collectively discuss gender equality and best practices, and influence policies within the company. The intention of the network is to allow our female employees to feel empowered to speak up and share their opinions on creating a more inclusive culture. It provides support, resources and networking opportunities in their career development.

In which areas do you think SABIC's D&I initiatives have been most successful?

Providing women with the vehicle to share their voice is important to us, and with over 33,000 employees globally, we focus on investing in today’s and tomorrow’s female leaders.

To date, over 30 percent of female employees in SABIC Asia Pacific hold leadership positions and this number is expected to grow with time. Diversity and inclusion will be a continuous but necessary journey to ensure the safeguarding and fair treatment of all employees.

As the world progresses, we will expect to see continued exploration and redefinition to what ‘diversity’ entails. We will need to be responsive and agile, to ensure our best practices are reflective of the needs of our employees. 

Finally, in which aspects of SABIC's business do you see D&I making the greatest difference today?

Our people are the foundation of our success. The diversity of experience, knowledge, and ideas in an inclusive atmosphere makes us more creative, innovative, and effective. 

The global challenges we face today and in the future require the right talent to develop relevant solutions to a diverse range of issues. With this in mind, we are focused on investing in a diverse and inclusive talent pool with a strong emphasis on equipping our employees with learning and training opportunities – ranging from online, classroom-based leaning and other executive programs – to constantly upskill our people.