The top management of companies should raise awareness and formulate sector-specific strategies towards building the right talent pool for women to fit into specific industries facing a shortage of female decision-makers.
Women, Family and Community Development Minister, Datuk Seri Rohani Abdul Karim said there was a need to implement non-discriminating strategies that would benefit all quarters of the workforce, especially the womenfolk and to present equal opportunities to all, regardless of gender.
"The governement is committed to enhancing the talent pool and increasing the participation of women in the workforce crucially needed for the country's development.
"For example, Prime Minister Datuk Seri Najib Tun Razak had launched the Malaysian Chapter of the '30 Per Cent Club' last May to boost the number of women on company boards to 30 per cent by 2016," she said in her opening speech at the Second Malaysia Talent Summit, here, today.
Speaking to the media later, Rohani said the ministry was committed to increasing the number of women in the workforce by adressing the issues of family management of career women, including childcare issues.
She said towards that, the ministry together with Talent Corporation Malaysia Berhad (TalentCorp) had launched the 'Career Comeback Programme' in March to provide career opportunities for women wishing to re-join the workforce.
"Many women have to sacrifice by having a break in their career to manage their family, but after two or three years they want to return to work. With this programme, we are preparing these women with refresher courses to bring them back to work," she said.
She added that currently 18 companies, including government-linked companies, were taking part in the programme.
Rohani said Malaysia was now on track to hit the targeted female labour force participation rate of 55 per cent by 2015 with a steady increase from 46.4 per cent in 2009 to 53.6 per cent in 2014.
Themed, 'Winning the War on Talent', the one-day summit attracted 150 participants, comprising local and international management and talent professionals.
Bernama
Thu Aug 13 2015
ROHANI: there was a need to implement non-discriminating strategies that would benefit all quarters of the workforce, especially the womenfolk and to present equal opportunities to all, regardless of gender. -Filepix
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