Without a doubt, they have come a long way in the more than six decades since the birth of the country, but in many areas, they still trail the men.

Everyone agrees that giving women a bigger role in the economy will increase overall productivity and their purchasing power.

As Qyira Yusri of Asia Group Advisors, a public affairs consultancy that supports global businesses in Asia, pointed out, greater purchasing power is always good for business.

Anwar himself had reiterated Malaysia’s commitment to empower women to achieve a 60% participation in the workforce when he tabled the mid-term review of the 12th Malaysia Plan recently.

The odds

However, women continue to face challenges, not least on account of their gender.

Women who choose to remain in the workforce or return after taking time off to raise children often have to deal with demanding care-giving responsibilities, Wani Hamzah, research officer at Women’s Aid Organisation (WAO) told FMT Business.

“This is exacerbated by the lack of available, affordable and quality childcare support. There is also a lack of trust in existing care options, especially in urban areas,” she said.

Combined with mental health challenges and inadequate workplace support, many women eventually opt to leave the workforce.

Another challenge is maternity leave. For businesses, it is an additional cost, Qyira said.

The government is also short on incentives for employers, according to the Malaysian Employers Federation (MEF).

“There is no tax incentive to encourage businesses to offer childcare subsidies to their employees,” MEF executive director Shamsuddin Bardan said.

To make matters worse, employees will have to pay taxes on any such allowances that exceed RM2,400 a year.

The answers

Women, family and community development minister Nancy Shukri said recently the government plans to boost women’s participation in the labour force to 60% through improved policies, legal support, training, capacity building and upskilling.

The ratio had risen steadily since 2009 but hit a snag during the Covid years before reversing the downtrend to climb up to 55.5% last year. The MEF expects it to hit 55.8% this year.

The 60% target is achievable if certain conditions are met. For instance, Qyira said, employers could be more proactive in creating an inclusive and supportive work environment that accommodates women’s unique needs and the challenges they face such as maternity and care-giving responsibilities.

“This is also good for business. Those that understand and cater to the needs and preferences of female consumers can expand their customer base and increase revenue,” she said.

She said employers could help by offering women employees flexible work arrangements to enable them to also meet their parental responsibilities.

WAO research project manager Anis Farid said it is also important that childcare facilities remain open until later in the day given that the workday typically does not end at 6pm.

More importantly, she told FMT Business, women should not be passed over for promotions and career advancements on account of their domestic responsibilities.

“We must build a culture that does not discriminate against women for stepping back temporarily to see to their children’s needs,” she said. In short, they should not be penalised for being a mother.

Anis said men could also help by making it easier for women to ease they way back into the workforce by taking time off to take care of their children.

“After all, men should be equally responsible for childcare,” she added.

Looking ahead

The various initiatives look good on paper but for some stakeholders, it is also necessary to measure its effectiveness.

Sharmila Gunasekaran, marketing and strategy lead at GSK Pharmaceuticals who was recently recognised as an “exceptional scholarship recipient” of the 30% Club of Malaysia-Heriot-Watt University, said that apart from the framework and training, the primary focus should be on monitoring of key performance indicators (KPIs).

Risk manager at the quality department at Gleneagles Kuala Lumpur Sarania Sukumaran, a fellow recipient of the exceptional scholarship award, said that companies should identify challenges and implement strategies effectively.

“Go down to individual departments, individual areas and see what challenges women employees face. It should not always be a top-down approach,” she told FMT Business.

Ultimately, support from loved ones is key. Sharmila would attest to that. She credits her daughter for her success in the corporate world.