As a wife and the mother of two sons, Alexandra understands the unique challenges that working women face.
Chapter: Attracting female talent
About: Alexandra Askandar is the vice CEO of Bank Mandiri, one of the largest banks in Indonesia. With a wealth of experience in banking and finance, she has become a prominent advocate for gender equality and female empowerment in the workplace.
What inspired you to become
an advocate for female talent in
the workplace?
When I started my career, I noticed a lack of female representation in leadership positions, which made me realize the importance of advocating for gender diversity and inclusivity. I firmly believe that women need to be profoundly passionate about what they do. Passion is what keeps us persevering and motivated in our careers, even with the hundred other responsibilities and commitments we have.
What do you think are the key factors that contribute to a company’s success in attracting and retaining female talent?
Firstly, a supportive organizational culture is crucial, which means offering flexibility, understanding, and empathy toward the unique challenges that women face in the workplace. Secondly, companies should invest in employee development, ensuring equal opportunities for growth and advancement for everyone. Lastly, having strong female role models in leadership positions can inspire and motivate other women to pursue their own career aspirations.
“Support from male allies is crucial for promoting gender equality and creating a more inclusive work environment. It’s essential for male leaders to recognize the value of diversity
and actively support their female colleagues.”
Can you talk about the significance of support from male allies in leadership positions?
Support from male allies is crucial for promoting gender equality and creating a more inclusive work environment. Throughout my career, I’ve been fortunate to have male leaders who encouraged me to grow and excel in my roles. Their support has been instrumental in my professional development and in overcoming the unique challenges that women in leadership positions face. It’s essential for male leaders to recognize the value of diversity and actively support their female colleagues.
What strategies have you implemented at Bank Mandiri to attract and retain female talent, and what achievements have been made in terms of gender equality and equity?
We’ve introduced flexible work arrangements that accommodate the needs of working parents, which has been particularly helpful for mothers balancing professional and personal responsibilities. We also provide opportunities for professional development through training programs, workshops, and mentorship programs designed to empower female employees. Furthermore, we have an internal women’s network that encourages open dialogue, networking, and support.
Bank Mandiri has made significant progress in promoting gender equality and equity. As of 2021, 43 percent of our workforce are women, and we’ve achieved a 30 percent representation of women in leadership positions. We have set a goal to further increase the number of women in senior roles to 40 percent by 2025.
Can you share an example of how Bank Mandiri has created a more inclusive environment for female employees?
We have a comprehensive maternity and paternity leave policy that demonstrates our commitment to supporting working parents. This policy not only allows our employees to take adequate time off for the birth or adoption of a child but also provides a gradual return-to-work program, easing the transition back into the workplace. This approach has been well-received by our employees and has contributed to a higher retention rate of female talent.
Can you share your experience with Srikandi BUMN and its impact on your career?
Srikandi BUMN is an inspiring platform that connects female leaders across various state-owned enterprises in Indonesia. Its primary goal is to empower and support women in their professional growth by providing opportunities for networking, knowledge-sharing, and mentorship. The organization currently consists of more than 300 female leaders from different state-owned enterprises and aims to increase its membership to more than 500 in the next few years.
Being a part of Srikandi BUMN has been transformative for me. It has allowed me to connect with accomplished female leaders who have faced similar challenges in their careers, and we’ve been able to learn from one another and grow professionally. Through the organization, we collaborate on initiatives that promote gender equality and empower women across various industries in Indonesia.
“Balancing a demanding career with family responsibilities is a challenge that many working mothers face. Communication and setting clear boundaries are essential for achieving this
balance.”
How do you balance your professional life with being a mother and a wife?
Balancing a demanding career with family responsibilities is a challenge that many working mothers face. Communication and setting clear boundaries are essential for achieving this balance. My husband and I have an open dialogue about our expectations, responsibilities, and the support we need from each other. In addition, I allocate quality time for my family, especially on weekends and during vacations. I also make it a priority to be present for important events and milestones in my children’s lives. This balance is made possible by the support and understanding of my employer, Bank Mandiri, which provides flexible work arrangements that enable me to fulfill my family commitments without compromising my professional responsibilities.
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