Women's Leadership Continues to Grow in the Modern Workplace

Women Mentorship Program Batch 2. (doc. Danamon)

JAKARTA - The role of women in the workforce has continued to develop in recent years. Not only contributing as professional personnel, more and more women are trusted to hold strategic positions and become decision makers in various industrial sectors.

However, the journey to the leadership level still faces a number of challenges, ranging from limited access to mentors to a lack of opportunities to develop leadership capacity.

In the midst of this change, mentoring programs are considered one way to help women prepare for greater responsibilities.

Through guidance from leaders who have experience, female leaders can gain practical insights, expand professional networks, and build confidence in making decisions.

This approach is one of the focuses carried out in the Women Mentorship Program Batch 2 which involves a number of companies under the MUFG Group ecosystem together with IGNITE.

The program is designed as a learning space for women leaders to share experiences, enrich perspectives, and develop leadership competencies.

"Developing women leaders requires more than just opportunities, but also support and direct learning from leaders who have already taken the journey,"

"Through the Women Mentorship Program Batch 2, we want to bring back a space for female leaders to gain insights, expand networks, and develop leadership competencies that will support them in taking a more strategic role in the future," said Danamon's Chief Human Capital & Operations Officer, Evi Damayanti.

He also assessed that the process of forming a female leader is not enough to just provide opportunities to develop, but also requires assistance from those who have previously traveled the career journey.

Mentoring programs like this also reflect the increasing attention of companies to the implementation of diversity, equity, and inclusion (DEI) values.

The application of this principle is considered not only related to the representation of women in the work environment, but also ensures that each talent has the same opportunity to develop according to their competence.

In its implementation, participants have the opportunity to discuss with mentors from various backgrounds in the financial services industry. The various experiences shared by the mentors are expected to provide an overview of leadership dynamics, career development challenges, to strategies for dealing with changes in the workplace.

In addition to being a learning space, the mentoring program also opens opportunities for participants to build professional networks across companies.

The interaction is considered important because it can broaden perspectives and encourage collaboration between female leaders in facing the ever-evolving business challenges.