In celebration of International Women’s Day 2021, dtacblog spoke to five female leaders about women’s paths and roles in leadership.
Tipayarat Kaewsringam, Chief Sales Officer
As a female management veteran who has worked in multiple roles across the region and various industries, Ms. Tipayarat was seen the share of women in leadership roles increase over the past decades in Asia. This reflects a significant shift in Asian culture, moving towards a more balanced workplace.
In the past, women in Asia might have experienced a barrier to employment in some industries. But today, those obstacles have been drastically reduced in commercial organizations.
“Having more female leaders in senior management can be considered a breakthrough of gender equality in Thai society,” said Ms. Tipayarat. "From change comes opportunity, I #choosetochallenge women to keep growing their capabilities."
A female leadership style that is inclusive, open, consensus-building collaborative, and collegial can make a huge contribution to businesses’ success.
However, female employees can still face discrimination when balancing family and work. Thus, dtac’s groundbreaking six-month maternity leave can be considered as a policy platform that provides an equal opportunity for women employees.
“In the past women had to choose between family and work. But having a six-month maternity leave eliminates those limitations in their lives, helping them find a better balancing act,” she added.
Chutima Tiramanit, Head of Treasury
The increased proportion of female leaders in the workplace is another tipping point of gender equality in Thai businesses.
“Empathy – making others feel seen – is a predominant trait of female leaders, and it is becoming increasingly important in a customer-centric business era,” Ms. Chutima said. “With a better work-life balance, we can be more effective and focused when we’re at work. This is how a diverse and equitable workplace strengthens our competitiveness.”
"I choose to challenge women to be more confident. Believe in yourself. You can do anything you want," she added.
Ploy Jatukamyaprateep, Head of Postpaid
Ms. Ploy is dtac’s new Head of Postpaid, a key position in the organization. She said gender has never been an issue for her and that career progression depends on ability.
“Although telco services are quite inclusive, they can be improved from a marketing perspective. There is room for specific packages that can fix women’s pain points, such as family plans or plans for first-time moms.”
Ms. Ploy is the mother of an 11-month boy and recently benefited from dtac’s six-month maternity leave.
“Maternity leave duration is vital to your physical and mental health. Three months is too short, while six months is perfect for the transition from post-birth to professional life,” she reiterated.
"Paternity leave is also critical to provide equal opportunity for male participation in childcare involvement," she added. "I choose to challenge how we can support the balancing act between work and personal life."
Alisara Panwichai, Head of Network Demand & Coverage Management
dtac’s network team remains male-dominated, making Ms. Alisara a rare female leader in its midst. A decade ago, around 20 percent of engineering students were female. However, it has been increasing lately.
“It was a myth that engineer is an on-site job, which often alienates women from this field, resulting in a low proportion of female engineers. Women can play a critical role in planning and sales, which leads to a growing number of women in engineering,” she said. “I choose to challenge that women can’t be engineers. Diversity is a question of human rights.”
With the uncertainty of the telecom industry itself, Ms. Alisara says her job requires a high level of focus: “Give your best when you’re at work, stay focused on the moment, and then do the same at home to spend quality time with your family. It’s a balancing act.”
Rachaya Kulnapongse, Head of Sustainability
As Head of Sustainability, Rachaya Kulnapongse tracks diversity and gender equality throughout the dtac organization. Every year, dtac publishes a report on sustainable and responsible business that covers the policies and initiatives that foster inclusion and employee rights.
“I choose to challenge stereotypes. It is a fact that women’s rights in the workplace should be protected. Policy by design, thus, plays an important role in creating a more inclusive workplace,” she said.
Facts and Figures about dtac’s women empowerment
- dtac has the highest percentage of women across the Telenor group at 61 percent, followed by Malaysia’s Digi at 50 percent, Myanmar 37 percent, Denmark 34 percent, Sweden 33 percent, Norway 32 percent, Pakistan 20 percent, and Bangladesh’s Grameenphone at 12 percent.
- At dtac, women constitute around 31 percent of the senior leadership as of 2020, up from 20.1 percent in 2016.