International Women's Day: Malaysian agency heads on how they inspire inclusion at work

International Women's Day (IWD) is around the corner on 8 March and this year, the campaign theme is 'inspire inclusion'. 

"When we inspire others to understand and value women's inclusion, we forge a better world," it said. "And when women themselves are inspired to be included, there's a sense of belonging, relevance, and empowerment."

In McKinsey's 2023 'Women in the Workplace' report, it found that since 2015, the number of women in the C-suite has increased from 17 to 28 per cent, and the representation of women at the vice president and senior vice president levels has also improved significantly.

It also found that women are becoming more ambitious with nine in ten women under the age of 30 want to be promoted to the next level, and three in four aspiring to become senior leaders.

Don't miss: International Women's Day: Media agency heads on how they inspire inclusion at work

In honor of IWD, MARKETING-INTERACTIVE decided to sit down with some of our female agency heads in Malaysia that head up the biggest agencies in Malaysia to find out more about how they lead and how they inspire inclusion in their workplace.

Tania Tai, executive director and managing director at Deloitte Business Advisory SEA

1. What is your biggest insecurity about yourself in the industry?

“Am I doing enough?” 

At Deloitte’s Brand Advisory, when we work with clients to turn their ambitious visions into bold moves and everyday actions, this is the question that I ask to challenge the status quo and push boundaries. Honestly, it’s not about chasing perfection. Instead it’s about firing gentle provocations to help brands and businesses become more meaningful and sustainable in a tangible way. While recognising that the path from idea to reality is tough, I believe that businesses can be a force for good and are in the best position to transform today’s realities into a world we’ll want to live in. The pursuit of performance and humanity need to go hand in hand.

At the same time, the question, “Am I doing enough?”, is also a lesson in humility. Always be open to discover new domains and learn from others, because you’ll never know what you will find. Life is all the more interesting like that.

2. What is your one guiding principle as a female leader?

Be the change and courage you want to see in the world, empowering and authentic.

3. How do you inspire inclusion in your workplace?

If we reframe the workplace as a place of possibility, where people bring the best versions of their selves to work, then we will value the collective strengths and celebrate the wonder that diversity brings.

Apart from the global roll out of Deloitte’s 'ALL IN' diversity and inclusion activities across the organisation, it’s important for teams in respective business units to amplify the impact closer to home.

That’s why at a recent team offsite, we asked everyone to share stories on their superpowers and kryptonite. The whole idea was to help uncover biases and blind spots, so that we nurture a deeper understanding about each other and find better ways to become better together, accelerating progress.

It's always good to make time to recognise what everyone brings to the table and tune in to the team’s pulse (i.e. what they are thinking and feeling). That’s how we build a stronger sense of belonging and identity as a team.

Nizwani Shahar – CEO, Havas Malaysia

1. What is your biggest insecurity about yourself in the industry?

My journey as a female CEO in the creative industry has been both rewarding and challenging. While breaking through barriers and stereotypes, my biggest insecurity lies in the persistent scrutiny and double standards faced by women in leadership roles.

The pressure to strike a perfect balance between assertiveness and warmth, competence and likability, is an unspoken challenge.

As a woman, I'm often acutely aware that judgments can be more stringent, adding an extra layer of self-evaluation. However, I choose to transform this insecurity into a source of strength, advocating for a workplace culture that celebrates authenticity and embraces the unique qualities women bring to leadership.

By fostering an environment that values diversity, inclusivity and equality, I hope to pave the way for future women leaders to thrive without the weight of unfair expectations.

2. What is your one guiding principle as a female leader?

My guiding principle as a female leader is to shatter ceilings with creativity, lead with compassion, and amplify the voices of those around me, forging a path where success knows no gender.

3. How do you inspire inclusion in your workplace?

Inspiring inclusion is not just a goal but a daily commitment at doing business. At Havas Malaysia, we foster an environment where every voice is heard, regardless of hierarchy, gender and race. We prioritise diversity in thought, valuing perspectives that challenge the status quo.

Initiatives such as unbiased recruitment, anonymous feedback and open dialogues empower our team to bring their whole selves to work. Celebrating diverse achievements, cultural events, and supporting work-life integration further fortify our inclusive culture. By actively championing equality and weaving it into the fabric of our workplace, we strive to inspire a sense of belonging where individuals thrive, ideas flourish, and creativity knows no bounds. Truly making a meaningful difference for not just brands but also for our people.

Archana Menon, country manager at Mutant Communications

1. What is your biggest insecurity about yourself in the industry?

I’m an introvert by nature, and often wondered whether that holds me back. Fortunately for me, I’ve met some inspiring leaders who have reshaped my perspective and reframed what success looks like – so now I’m embracing these qualities and using them to my advantage. 

2. What's your one guiding principle as a female leader?

I believe in creating a mutually respectful and inclusive environment where people collaborate to bring out the best in each other. 

3. How do you promote inclusion in your workplace?

Although being open to feedback can be hard to do consistently – it is fully worth it. Embracing diverse viewpoints not only fuels innovation but also builds trust within the team. It's about creating an environment where everyone feels valued and respected, where their voices matter.

I’ve personally learned a lot from our younger Mutants who are always challenging me with their ideas and perspectives – and that make the workplace a much better space.

Eileen Ooi, CEO, Omnicom Media Group Malaysia

1. What is your biggest insecurity about yourself in the industry?

Generally, all female leaders who are mothers are faced with the dichotomy of being able to do it all – to be a great leader at work and also be a great mum and wife to our families. I am no different from all other women as I want to be there for my children’s milestones, school celebrations, performances, and competitions whilst juggling the high expectations of leading a large organisation and working in a high-stress industry.

However, the reality is an impossible expectation imposed by society and by ourselves. I have learnt along the way to be kind to myself, to shut out the voices of others and manage my expectations as to how I will deliver on both roles. I choose to spend meaningful time with my children even when I cannot be there for every moment in their lives, and I choose to lead by example to show both my sons that women with the right support system can indeed have a career and be a great mum.

2. In one sentence, describe your one guiding principle as a female leader.

Use my gender to my advantage.

Women are generally more empathetic and have an intuition in managing the emotions of others. These traits are great when honed as a leader and works to our advantage. While women are typically observed or expected to be docile or meek, being confident and comfortable in our own skin allows us to shine and stand out amongst the rest.

3. How do you inspire inclusion in your workplace?

As a leader, I am willing to wear my heart on my sleeve and be open to tackle my own conscious and unconscious biasness and take actions against it.

Also, I am walking the talk by demonstrating to all employees that biasness can be addressed in every facet of one’s life and at work. My personal mission is to inspire people that inclusion is not limited to gender, race, religion or age only; but that we should all have mutual respect and be inclusive even towards those who uphold different values or mindsets from societal norms.

Sue-Anne Lim, chief executive officer, Universal McCann

1. What is your biggest insecurity about yourself in the industry?

Imposter syndrome is a huge challenge for me. The learning as a strategist is endless, so I always feel I don't know enough or that my technical knowledge is insufficient. When you constantly make critical decisions on the fly, this is a tough feeling to have. To constantly weigh the consequences of my decisions, and how it impacts others.

I find myself in situations where I'd like to weigh in, but against other industry titans, I question if my knowledge is insufficient for judgement. We’ve grown up in a time where women had less of a voice, so this is something to actively overcome, as my knowledge is, often times, more than sufficient.

I feel this insecurity has made a positive impact on me. It pushes me to constantly be on the learning curve. To be bold enough to ask the questions that turn heads. It helps me grow a thicker skin, and to strive for the very best.

2. What is your one guiding principle as a female leader?

Be kind, be fair, and if all else fails, use collective best interest as a North Star, even if that means self-sacrificing sometimes.

3. How do you inspire inclusion in your workplace?

There’s no benchmark for this. I've come to understand that everyone has their own invisible struggles, and while they want to do their best, the measure of capability or capacity and timing for this is drastically different from person to person.

IPG puts inclusivity as one of its people priorities and that includes people who are differently abled. I want to build an agency that can proudly say we employ all, and to have a system in place so everyone can excel and contribute equitably on our business purpose.

It doesn't matter if you're differently abled, come from a different culture, or have a different world view. We are all aligned to the values of one UM. We believe in being connected and actively contributing to community. To being courageous, bold and inquisitive. If we’re all tied to these values, we can achieve the outcome we want, which is excellent client experience. Ultimately, I want people to feel safe to do their very best at UM.

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