International Women's Day: Interview with management of Tricor Group

We celebrate International Women's Day today. At Marketing, we conduct interviews with marketers or creative agency practitioners over the years, inviting them to talk about a number of topics, including gender equality practices in their companies, and their views towards gender-related issues in Hong Kong. 

This year, we invite Sunshine Farzan, group head of marketing and communications at Tricor Group to talk about her views on the issues. 

1. Can you tell gender equality practices in your company and what the company has done to provide employees with a better workplace? 

Tricor Group serves some of the most vibrant and dynamic markets in the world and is committed to fostering a diverse and inclusive work environment. Placing value in the diversity of thought, experiences, networks and relationships enable us to draw from a multitude of perspectives – and ultimately better connects the firm with the clients we serve. Gender diversity, in particular, is a priority for Tricor. Women comprise over 70% of Tricor’s global workforce and are represented at all levels and functions of our organisation. Tricor’s inclusive culture embraces differences and encourages employees to reach their full potential.

2. Do you think Hong Kong is a good place for women to pursue their careers? 

Yes, I believe Hong Kong in particular offers a wealth of career opportunities for women. Over the last decade working in Hong Kong, I’ve been inspired by its unique and thriving business networking scene, with an abundance of professional organisations, industry associations and clubs to join. When women in Hong Kong find their niche and establish themselves in these networking circles, it often opens up new doors and opportunities to advance their careers.  

3. If there is something that has to improve when it comes to gender equality, what are the major problems in Hong Kong's workplace?

I believe companies in Hong Kong still have ample opportunities to expand and enhance leadership development, mentorship, coaching and talent development programmes. While these programmes are gradually becoming more of a priority in Hong Kong, I hope that this trend accelerates because it will go a long way in bridging gender equality gaps – from fresh university graduates all the way to corporate board directors

4. In the marketing industry, can you name some obstacles that prevent women from achieving a higher role?

To rise to the top, professionals are often expected to prioritise work over family, personal commitments and well-being, which can be a net disadvantage for women. For example, when it comes to caregiving, the burden typically falls on women with more than half (58%) of caregivers in Hong Kong being women, according to The Women’s Foundation (TWF). And this imbalance has been exacerbated by the conditions of COVID-19 and is expected to persist for some time, with TWF projecting that 62% of caregivers will be female in 2060. Upholding a corporate culture that enables more flexibility and innovatively delegates work across team members will work to promote better work-life balance, raise productivity and stem gender gaps in the long term.

5. Can you name a female leader (or some female leaders) who inspire you most?

I am very inspired by US vice president Kamala Harris and look forward to her serving as a positive role model for women and young girls. Her victory speech focused on the theme of possibilities, sending a powerful message of hope, courage and resilience to women and young girls not only in the US, but around the world.

6. What advice would you give to a company hoping to create an office with gender equality and adopt a diverse hiring strategy?

I think that improving mentorship and talent development programmes as well as adapting equitable and balanced recruitment, retention and compensation strategies are fundamental to achieving gender equality. Companies should walk the talk and take measurable, tangible action towards empowering women across all levels – from fresh university graduates to corporate boards.