In conversation with remarkable women leaders recognised for their forward-thinking leadership at Gamuda.
Female Labour Force Participation Rate (LFPR) in Malaysia stands at 56.3 percent in the second quarter of 2023. Comparatively lesser than Singapore (62.6 percent) and Australia (61.5 percent), the number is higher than it has ever been. It sparks mixed feelings: pride in the progress achieved and quiet acceptance that there is still far to climb. For a topic that merits year-round discussion, we spoke to four extraordinary and resilient women leaders in our Group from different countries.
Leading With Vision
Raja Dato’ Seri Eleena binti Almarhum Sultan Azlan Muhibbuddin Shah Al-Maghfur-lah Non-Independent Non-Executive Director, Gamuda Berhad
She is an inspirational and widely respected figure in Gamuda, wearing many hats with grace and distinction – she is our director, a lawyer, an entrepreneur and a princess. She has been the Gamuda Women Empowerment Network (GWEN) patron since 2018. For over 30 years, she has contributed significantly to the Board with her extensive experience and is instrumental in championing diversity, equity and inclusion (DEI) within the Group. Her strategic insights and leadership prowess also play a pivotal role in shaping key business decisions.
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Diverse perspectives at decision-making levels lead to more comprehensive problem-solving, innovation and a better understanding of our business needs. When women are empowered in leadership roles, it enhances employee morale, attracts top talent and drives better financial performance.
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Mentorship is crucial in offering guidance, support and networking opportunities for women from all walks of life. This can help them navigate challenges, develop skills and advance their careers.
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We need to continue a culture of openness, respect and inclusivity at all levels of the organisation. This includes setting clear diversity goals by setting a quota, ensuring leaders are responsible for advancing diversity and inclusion, and creating opportunities for more middle and senior work positions.
Empowering Our Workforce
Wong Lye Ling Head of Group Human Resources and Administration, Gamuda Berhad
With an impressive career spanning over three decades, she brings a wealth of expertise in human resources, training, customer service, quality and productivity, accounting and auditing. Over the past six years at Gamuda, under her leadership, the Group has made strides in creating a gender-inclusive workplace, resulting in better access to career development opportunities through training, scholarships and mentoring, including enhancement of benefits to support Gamudians.
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30 years ago, clerical roles were predominantly filled by women. However, over the past 10-15 years, as there has been a greater emphasis on female education, we have seen a significant increase in the number of women occupying high-powered decision-making positions.
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Many HR trends touch on women’s DEI in the workplace – reduced unconscious biasness, flexible work arrangement, mentoring opportunities, promoting STEM subjects, increasing transparency through reporting on DEI and environmental, social, and governance (ESG) by organisations are all to drive inclusivity. Additionally, AI enables the identification of gaps in our DEI initiatives and helps develop tailored solutions based on individuals’ needs and challenges.
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We are committed to organising more workshops focused on raising awareness about well-being and addressing health concerns, mentoring aspiring young leaders, and expanding school outreach programmes to promote our scholarships for STEM subjects.
Developing Our People
Carly Allen National Training and Development Manager, Human Resources and Administration, Gamuda Australia
With over 13 years of industry experience, Carly is a seasoned training professional. For the past two years at Gamuda Australia, Carly has been responsible for all corporate training and the rollout of the Tunnelling and Infrastructure Academy. Before that, Carly spent four years as the National Training and Development Manager at Lendlease Engineering.
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Our approach to flexibility in the workplace has overwhelmingly helped our workforce, regardless of gender, to manage both work and family responsibilities. Whether that flexibility is changing your core working hours or utilising our two-day work-from-home policy, it has positively impacted women’s decision to stay in Gamuda.
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I believe women in construction are a real untapped market for bringing diverse thinking and leadership styles to our company. With a diverse workforce, you get better outcomes in innovation and creativity. I get so much joy from seeing other women becoming their best selves and reaching their full potential.
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Incorporating technology into training is crucial for effectiveness and wider reach. We plan to use virtual reality (VR) simulation and gamification to enhance learning safely. Recently, participants in the Women In Tunnelling Programme used our tunnel boring machine (TBM) VR simulator instead of placing them underground in a possible high-risk environment.
Breaking Barriers
Eileen Teo Contracts and Commercial Assistant General Manager, Business Development, Gamuda Singapore
Bringing over 30 years of experience in construction, she’s known for her strong negotiation skills and strategic leadership in managing contracts for building and infrastructure projects. Outside of work, she volunteers with local groups and government agencies, supporting vulnerable families through community outreach efforts in social and healthcare initiatives.
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Women’s leadership programmes, emphasising negotiation, strategy and decision-making for senior roles, alongside mentorship, networking, flexible work, and a supportive culture, are essential for their preparation. Singapore’s provision of these initiatives fosters an environment where women can actively participate in the workforce and pursue fulfilling careers.
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Empathy, collaboration and the ability to multitask effectively are among women’s unique strengths in the workplace. These qualities can enhance team dynamics, foster a supportive work environment and lead to more inclusive decision-making processes.
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While progress has been made in fostering inclusivity, there’s more to do for widespread acceptance. Young women out there – stay persistent, build a strong network, develop good communication skills, especially in negotiation and stay updated on industry matters.
While Malaysia’s female labour force participation rate has reached a commendable level, there remains a collective acknowledgment of the journey ahead. Through their insights and initiatives, these women leaders in our Group exemplify the importance of empowering women in leadership roles. As we celebrate the achievements thus far, it’s evident that sustained dedication to DEI is essential for realising the full potential of women in the workforce and driving continued progress in the years to come.
