Grace, MoneyOwl: The financial literacy gender gap remains a reality. Globally, women consistently score lower than men on financial literacy tests. Cultural stereotypes often label women as less financially savvy or weak in math.

Promoting financial literacy among girls and young women will foster financial independence, giving them the confidence and know-how to manage their own finances without relying on a partner or parent. This can have a ripple effect, empowering future generations to make informed financial decisions.

Geraldine, TF: To accelerate progress, a sustainable future is one where diverse perspectives are represented to shape solutions and build a greener future for generations.

Joycelyn, Co-Axis: Advancing women's empowerment and gender equality is an impact category we focus on at Co-Axis. An impact opportunity on our platform is the YWCA of Singapore — Singapore’s first women’s charity, which has championed women’s needs and enriched the lives of their families for over a century. YWCA's Women Business Accelerator programme empowers women from disadvantaged backgrounds through mentorship and capacity building, to set up their own businesses, so they can have more flexible working arrangements to balance caregiving and work responsibilities, in addition to a stable source of income.

YWCA’s programmes include the Empowering Mums project, which equips back-to-work mothers from low-income families with life and work skills. (Photo credit: YWCA)

Across Southeast Asia, Co-Axis also supports social enterprises, nonprofits, and ventures that focus on advancing gender equality by providing women with economic opportunities. An example is Liberty Society, an Indonesian social enterprise that hires women who are living in absolute poverty, refugees, trafficking survivors, and unemployed mothers.

Chii Fen, CIIP: When it comes to financial inclusion, women in Southeast Asia continue to face deep-rooted barriers. Many remain financially dependent on family, have lower confidence in financial decision-making, and struggle to access financial services. Digital disparities also persist.

Breaking these barriers requires collective action. Financial service providers must design accessible, women-centric products, while financial and digital literacy programmes empower women to take control of their financial futures. 

Delaney, Mandai Nature: One way forward is by investing in programmes targeted at uplifting women and equipping them with essential skills such as communication, self-care, and leadership. 

A great example is the Asian Species Action Partnership’s Network of Women (NOW) Leaders programme, supported by Mandai Nature. The programme aims to not only equip female conservationists with the tools needed to drive change but also creates a network of like-minded women in conservation.

Participants of 2024 NOW Leaders programme celebrating the start of their journey together. (Photo credit: IUCN SSC Asian Species Action Partnership)

Priscilla, PAA: Collective action is key. We need public-private-philanthropic partnerships (PPPPs):

• Public: Implement and enforce policies that protect women’s rights, benefits for working mothers, and fair employment practices
• Private: Put in place company policies that support diversity, equity, and inclusion (DEI) and a supportive workplace culture
• Philanthropic: Support and fund initiatives or projects that uplift women — such as in microfinancing, education, technical and vocational education and training, and employability opportunities
  
  

Hui Hui, TSA: The heavier caregiving burden prevents many women from participating in or returning to the workforce. Supporting women may involve sharing caregiving responsibilities, providing upskilling and reskilling opportunities, and offering flexible work arrangements.

At Tri-Sector, we launched the Skills for Success upskilling programme through our partnership with Generation Singapore, UBS Optimus Foundation, Temasek Holdings, and the Institute of Policy Studies. It is designed to help disadvantaged youth overcome systemic barriers to well-paying jobs, with an aim for at least 40% of participants to be women.

Skills For Success event day. Since its launch in October 2024, the upskilling programme has enrolled 32 individuals, with almost half of them (15 participants) being women.

May, ABC Impact: Creating truly inclusive environments go beyond diversity initiatives. This means assessing everything from hiring practices to investment decision-making processes. 

Organisations can establish clear sponsorship programmes and encourage equal voices in decision-making through purposeful work process design.

Zhang Dan, TLL: Foster a supportive work culture that recognises caregiving responsibilities through maternal leave, flexible work arrangements, and travel grants for women scientists to attend conferences with young children. Platforms or forums amplifying women’s voices and concerns also help.

The inaugural board members of the Society for Cell Biology Singapore, including Dr. Zhang Dan (rightmost), at its launch meeting.

As individuals, we should be more intentional about inclusion in the roles we play. When I was a conference organiser, I made a conscious effort to ensure diversity among attendees and speakers, in gender, career stage, and geography.

Ruth, TSH: Putting in place inclusive policies such as transparent and fair hiring, parental leave, and career progression opportunities. Ensuring that women have equal access to leadership positions, and representation in decision-making.

Ruth (far left) with her Temasek Shophouse colleagues.

Delaney, Mandai Nature: Many of our conservation partners in the region are empowering and building confidence in young girls during their formative years. They run educational programmes teaching schoolchildren about wildlife conservation while engaging them to raise awareness about these issues in their communities. At Wildlife Conservation Society (WCS) Cambodia’s outreach campaigns at primary schools, students learn about the biology of the southern river terrapin and conservation efforts.

Organisations should also actively involve women in decision-making and ensure their voices are heard. For instance, WCS Cambodia holds dedicated engagement sessions for women in community fisheries.

The WCS Cambodia team met with women from a community fishery group to understand household responsibilities related to fishing, how they can help prevent illegal trade of the southern river terrapin, and explore alternative income sources that protect the turtle. (Photo credit: WCS Cambodia)

Priscilla, PAA: Workplaces need to be intentional about achieving gender parity in leadership roles. They should foster environments where women can be creative, display entrepreneurship, and organise ground-up initiatives.

Encourage men to join the dialogue and help break down gender norms. Learn about the challenges  that women face in different cultural, economic, and political contexts, as well as the intersectionality among those areas. Support women-owned businesses too!

(Left) Priscilla at an event in support of a women-led business. (Right) Priscilla with PAA and TT Systems, Knowledge and Innovation colleagues at the World Economic Forum Annual Meeting 2025 in Davos.

Janet, TT: Shift mindsets to enable both women and men to advance equally within their organisations. Make recruiting diverse candidates a priority. Create a strong network for sharing of experiences and mentoring opportunities for women across corporate, government, and community sectors.

Grace, MoneyOwl: One of the most impactful ways organisations can support their female employees is by curating financial wellness resources and offering flexible work arrangements for new parents. MoneyOwl’s Corporate Financial Wellness Programme helps companies educate and empower their employees, equipping them with the knowledge to build a secure financial future and retirement plan.

MoneyOwl conducting a corporate financial wellness talk with Financial Women's Association Singapore. (Photo credit: MoneyOwl)

How can men/allies accelerate action for women's empowerment?

May, ABC Impact: Effective allies actively create change through everyday actions and practices. Male colleagues can sponsor women for challenging roles, provide constructive feedback, and foster inclusive team environments. 

It's also crucial for allies to understand that supporting women's advancement contributes to stronger, more effective organisations.

Ruth, TSH: Listen, learn, and stand in solidarity — engage in open conversations to understand the experiences and challenges from women’s points of view. Show up at women-focused events, movements, or advocacy efforts, not just as spectators but as active participants and allies.

Hui Hui, TSA: True allyship means sharing the load as a team. Whether you're a husband, son, brother, colleague or friend:

• Ask a simple, "How are you doing?”
• Listen to women’s concerns and challenges
• Take active steps to support them in creating a more inclusive environment.
  
  

Hui Hui with her husband and colleagues from Tri-Sector Associates, celebrating at her wedding.

Zhang Dan, TLL: Allies can drive change by speaking up against bias, challenging stereotypes, and advocating for equal opportunities in hiring, funding, and leadership. Supporting women in leadership roles, recognising their contributions, and amplifying their voices in decision-making are also crucial steps towards empowering women.

Looking back, what factors have shaped your career journey?

Chii Fen, CIIP: The biggest influence on my career has been the people I’ve worked with. Being surrounded by good people — those who challenge, inspire, and share a commitment to making a difference — has been the most important driver of my growth.

A turning point was when I helped out at a refugee camp in Calais, France, at the height of the migrant crisis. While I saw the incredible dedication of volunteers, I also realised, and deeply felt, the limits of grassroots efforts. Real, lasting impact requires change at a systemic level.

That is what excites me about being part of CIIP and Temasek Trust — bringing together diverse actors across countries, industries, and sectors to drive meaningful change at scale. Just as important are my colleagues, whose passion for impact is truly inspiring.

Geraldine, TF: My journey with Temasek Foundation started in 2017. Looking back, the strong mentorship and a collaborative team environment have been key to my growth at Temasek Foundation.

This balance of mentorship and collective support have allowed me to push my boundaries, acquire valuable skills, and find purpose in my work.

(Left) Geraldine visiting a project site with Heng Li Lang (right, middle), Head of Climate & Liveability at Temasek Foundation, in West Nusa Tengarra, Indonesia, on a pilot programme aimed at growing Jatropha crops in a commercially viable way, which will also enhance the livelihoods of the local community. (Photo credit: Temasek Foundation)

Hui Hui, TSA: Mentorship, and a strong support system. I’ve learnt from women leaders who showed me that leadership need not look like a shark in a suit, giving me the space to explore my own leadership style.

Zhang Dan, TLL: My PhD mentor, a brilliant scientist — Prof. Snezhana Oliferenko at King’s College London — has been one of the biggest influences on my career. She not only helped me navigate the challenges of research but also encouraged me to believe in my abilities. Having such a strong mentor and role model early in my career made a profound difference, giving me confidence, direction, and a true sense of belonging in science.

Dr. Zhang Dan and her PhD mentor, Prof. Snezhana Oliferenko. (Photo credit: Zhang Dan)

In addition, TLL has played a pivotal role in my career development. TLL gave me an incredible opportunity to lead my own research shortly after completing my PhD — a rare level of trust and responsibility for a young woman. This enabled me to develop my independent research vision, gain leadership experience, and establish myself in the field early on.

May, ABC Impact: Working with organisations that value diversity of thought has been essential. In professional services — be it in law or investment management — I’ve come to realise how important it is to have different perspectives.

At ABC Impact, our mission to create positive impact through investments has allowed me to combine my analytical skills with purpose-driven work. In impact investing, where we constantly evaluate new opportunities and their impact, the ability to draw from our respective experiences and perspectives is crucial.

May (second from left, back row) with some of her ABC Impact colleagues.

Dickson, TTFA: Among all the significant leaders and mentors in my life, my better half has had the greatest impact. My wife of 26 years is the cornerstone of all that I have achieved, both in my career and in life. Having a lifelong cheerleader on the journey allows me to thrive, not just professionally, but also in my continuous endeavour to become a better version of myself.

Dickson with his family. (Photo credit: Dickson Lim)

What advice or message would you offer to young women looking to accelerate action?

Joycelyn, Co-Axis: Make your mark, work for bosses who support you with opportunities to shine, and strive for excellence always. Be bold and unafraid to dive into unchartered territories and frontier markets.

Joycelyn (third from left) with members of the Co-Axis team.

Geraldine, TF: Be brave — don’t be afraid to ask questions to seek clarity, challenge the status quo, listen purposefully, and let your voice be heard. Always choose kindness, and never doubt the impact of your ideas and actions.

Chii Fen, CIIP: "Having it all" is a myth. What it really means is "Doing it all". You don’t have to do it all, all the time. Prioritise what truly matters to you, without the pressure of chasing an unrealistic ideal. Life and career are a marathon, not a sprint.

Give yourself some grace. Women are incredible — but even superheroes don’t have to do everything, everywhere, all at once!

Delaney, Mandai Nature: Stay open-minded and embrace new opportunities even if they are not exactly what you expected. Sometimes the most impactful paths come from unexpected places.

(Left) Delaney with a critically endangered southern river terrapin hatchling at the Koh Kong Reptile Conservation Centre in Cambodia. (Right) Delaney leading a workshop for aspiring conservationists as part of the World Wildlife Day Regional Youth Symposium. (Photo credit: Mandai Nature)

Janet, TT: Find your tribe — like-minded women who are navigating similar challenges, whether it's finding courage, juggling motherhood, or transitioning into higher positions. Meet with them regularly, even if socially and without an agenda, and you'll feel much less alone. Share your journeys with one another.

Janet (third from left) with her colleagues from Temasek Trust’s Organisation & HR team. (Photo credit: Janet Koh)

Dickson, TTFA: You are capable of achievements without being stereotyped as needing more help than your male counterparts.

Dickson and members of the TT Foundation Advisors team.

Zhang Dan, TLL: Never underestimate your impact. Define your own path and rock it!

Inspiring inclusion across our ecosystem and beyond

The stories and insights shared by our colleagues underscore the importance of collective action and collaboration in advancing inclusivity and driving progress for all.

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