Opening Remarks at Dell MentorConnect 2024 Programme Graduation Ceremony

Ms Gan Siow Huang, Minister of State for Education and Manpower, Shaw Foundation Alumni House

Ms. Jacinta Quah,
Executive Sponsor of the Women-in-Action Employee Resource Group and Vice President,
Client Solutions Group at Dell Technologies;

Executives from participating companies;

Graduates, past and present mentors, and mentees of the Dell MentorConnect Programme;
Ladies and Gentlemen,

Introduction

1. My heartiest congratulations to the graduands of the Dell MentorConnect 2024 Programme!

Fostering an inclusive, empowering environment for women in emerging sectors

2. Today’s event embodies our collective mission: creating an inclusive and empowering environment for women, especially in emerging sectors like technology. This vision is part of our broader national strategy to embrace diversity across all sectors.

Importance of Women in Technology and Mentorship

3. We should take pride in Singapore's strong position in women's representation in tech. Over 4 in 10 of our tech professionals are women, compared to the global average of less than 3 in 10. Initiatives like the 'SG Women in Tech Corporate Pledge', which has grown to nearly 70 companies, demonstrate the increasing commitment of our industry partners to this cause.

4. The role of women in technology is more than just a goal—it’s a necessity. As the digital economy grows, diverse perspectives are crucial for fostering innovation and also in finding solutions to complex problems. MentorConnect exemplifies this, providing a platform to nurture leadership and build confidence in emerging our female talent. In my own experience mentoring young women leaders, I've seen firsthand how mentorship can transform lives, open up minds and help women to take the opportunities that appear before them.

5. Since its inception in 2019, the programme’s growth has been remarkable. With 15 partner organisations and close to 700 individuals mentored—including 130 in this year’s cohort—it is clear that MentorConnect plays a vital role in expanding our female talent pipeline.

6. But numbers alone just tell part of the story. The true measure of this programme's success lies in the individual stories of transformation and growth. Let me share with you the experience of Michele Lee, a mentee from last year's cohort.

a. Michele recently transitioned into a new leadership role, facing the challenges of building a team and navigating unfamiliar territory.

b. The MentorConnect programme became her guiding light during this crucial period. She found immense value in the programme's diverse network, which provided a safe space for open conversations about the unique challenges women face in leadership roles. Learning not just from conversations with mentors but with other mentees in the network.

c. What struck Michele was the programme's focus on practical strategies that she could immediately apply. The impact was swift – she saw positive changes in her professional relationships and experienced an internal transformation.

d. Stories like Michele's reinforce the vital role that mentorship plays in nurturing our next generation of leaders.

Updates on Key Workforce Initiatives

7. Beyond mentorship, the Government is determined to help women thrive in our rapidly changing economy and build better careers and lives for themselves.

8. One key area is making our workplaces more flexible. We believe that having more flexibility in work arrangements can bring back more women to work while handling their family and personal responsibilities. For employers, FWAs can be a powerful tool to access a more diverse talent pool, which enhances their ability to attract and retain talent in today’s competitive job market.

9. However, FWAs cannot be one-size-fits-all. Different employers and employees have different needs and operating constraints. Employers and employees should therefore engage each other to determine flexible work arrangements that are win-win. To support this, the Government has been working closely with employers and unions to shape norms and expectations regarding Flexible Work Arrangements.

a. The Tripartite Guidelines on Flexible Work Arrangement Requests have come into effect recently on 1 December, outlining the process for employees to formally request for FWAs, and for employers to assess and respond to these requests.

b. It will be a continuous journey, as companies test out various approaches to FWAs, to see what works for everyone. So we need to have patience and approach this with the right mindset of give-and-take. Nevertheless, we hope that this set of guidelines will engender more deliberate efforts to make flexibility a part of our workplaces.

c. In addition, tripartite partners have advocated for fair workplace practices over the decades. In 2007, we introduced the Tripartite Guidelines on Fair Employment Practices, which sets out principles for employers to make fair employment decisions based on merit. The upcoming Workplace Fairness Legislation is the next step in this journey, to preserve and improve on our fair and harmonious workplace norms. Women will be better empowered with fair opportunities to thrive and attain their fullest potential in their careers.

10. There is also a variety of career facilitation, and training programmes offered by Workforce Singapore (WSG) and SkillsFuture Singapore (SSG) to support women returning to work.

a. For example, jobseekers who need employment assistance can approach WSG’s Careers Connect, NTUC’s Employment and Employability Institute (e2i) career centres, or Jobs and Skills Centres across Singapore. Jobseekers can also tap on the MyCareersFuture online job portal to search for jobs that best suit their skills.

b. WSG launched the herCareer initiative in June 2022 to bring together employment facilitation programmes supporting female jobseekers. Since then, WSG has engaged nearly 16,000 women at its career events. WSG also runs workshops in collaboration with partners to support women in returning to work.

Closing Remarks

11. Building an inclusive, family-supportive work environment requires not just the government, but a whole-of-society effort. It needs the support of employers, the community and all of you. Inclusive policies are essential in enabling others to advance to leadership roles and create lasting change.

12. To the leaders here today, I thank you for embracing resilience and passion in this journey. Through the mentorship programme, you are unlocking potential in many more women. Think of the impact that you’re creating – not just for today but for the future.

13. Thank you for contributing to a better Singapore and world. Thank you!