“My aspiration for the future is a workplace where everyone is empowered to flourish at every phase of their career and life journey. A future where leadership stems from talent rather than tenure, and where technology and AI facilitate success for all.” – Melissa Kee, Chief People Officer, Temus
The Changing Landscape of Career Paths
The conventional linear career trajectory is undergoing significant transformation, with career breaks becoming more prevalent. This transition emphasizes the valuable talent pool of professionals eager to return to the workforce, especially women. Organizations are starting to appreciate the unique insights and resilience these individuals offer. As we look ahead to International Women’s Day 2025, themed “Accelerate Action,” the importance of aiding their reintegration has never been more urgent.
Insights from Industry Leaders
To discuss this pressing issue, HRM Asia connected with Melissa Kee, Chief People Officer at Temus, to explore ways to support women re-entering the workforce. Drawing from her 30 years of experience, Kee provides practical insights for HR leaders addressing emerging challenges, women’s distinct strengths, and the impact of initiatives like Temus’ Step IT Up.
Addressing the Evolving Challenges
Melissa Kee: Throughout my career, I have seen notable advancements alongside ongoing challenges for women re-entering the workforce. For organizations to foster a more effective transition for women, intentional measures must be implemented.
Women often take career breaks for various reasons, including caregiving and personal pursuits. It’s vital to recognize that parenting responsibilities extend beyond mothers alone. We need a shift in mindset, as raising a child is a collective effort. Organizations can assist by fostering community support through mentorship programs, peer networks, and affinity groups, thereby facilitating career reintegration and long-term success. By making these deliberate changes, we can cultivate a more equitable workforce where women can flourish at all stages of their life journey.
Confronting Unconscious Bias
Moreover, a mindset change is needed to acknowledge that every talent counts, and skilled professionals should not be overlooked due to career gaps. Unconscious bias continues to impede women’s re-entry, often based on unfounded assumptions about their skills, commitment, and ambition. Organizations should proactively introduce structured return programs, prioritize hiring based on skills, and provide bias training for hiring managers to create a genuinely inclusive and effective workforce.
Embracing Flexibility in the Workplace
Finally, moving away from rigid work models toward a focus on flexibility is essential. Emphasizing actual results rather than mere hours worked allows all employees, including women, to contribute meaningfully without sacrificing personal commitments. Organizations should equip women re-entering the workforce with vital skills through upskilling initiatives and continual learning opportunities to enhance their confidence and capabilities in today’s digital economy.
Recognizing Women’s Unique Strengths
Melissa Kee: Women contribute distinctive qualities and strengths to the workplace, particularly when re-entering after a career break. Their diverse personal and professional experiences enrich team dynamics and foster innovative solutions.
These fresh perspectives are crucial for understanding customer needs and enhancing decision-making processes. Employers can cultivate a diverse workforce by encouraging varied viewpoints and non-linear career trajectories.
Women who have taken career breaks often demonstrate remarkable resilience and adaptability—traits that are invaluable in the workplace. Organizations should capitalize on these strengths by offering women opportunities in leadership roles and decision-making processes.
Cultivating Emotional Intelligence
Moreover, women managing multiple roles frequently develop strong emotional intelligence and collaborative leadership styles, improving team cohesion and stakeholder relationships. Employers can benefit from this by establishing mentorship programs and leadership pathways that create significant impacts for women. By allowing returning women to manage priorities effectively, employers further enhance their contributions through increased autonomy and trust in delivering results based on impact.
Exploring the Step IT Up Program
Melissa Kee: The Step IT Up program is an accelerated talent conversion initiative designed to hire, train, and place individuals with no prior tech experience into technology roles at Temus. This program is a direct response to the growing demand for digital talent in our fast-evolving digital economy, empowering locals with essential skills to contribute to Singapore’s transformative efforts in both public and private sectors.
We are currently welcoming applications from fresh graduates and mid-career switchers, particularly women from all life stages and non-tech backgrounds, including stay-at-home mothers or those looking to transition back into the tech industry.
Success Stories That Inspire
Eileen Tan is one of many success stories from our program. After spending five years as a stay-at-home mother of three, she embraced the Step IT Up opportunity, which allowed her to explore a vibrant new career path while developing vital digital and life skills. Eileen graduated in 2024 and is now employed full-time as a Digital Business Analyst.
Another inspiring graduate, Fabian Balachandran, transitioned from the aviation industry into technology through Step IT Up. His passion for digital business analysis, cultivated while testing applications in his previous job, flourished further through the supportive structure of the program, enhancing both his technical and soft skills.
Accelerating Action for Workplace Equality
Melissa Kee: The theme “Accelerate Action” serves as a powerful reminder to shift from mere conversation to meaningful change. We need to recognize and appreciate all talent while removing unconscious biases that hinder women’s advancement.
Organizations must abandon outdated frameworks and actively nurture a flexible, inclusive work environment invested in talent development—this leads to increased productivity and agility across our workforce.
As we redefine the future of work, embracing human-centered AI will be crucial in enabling individuals and teams to work more efficiently, make informed, data-driven choices, and uncover new opportunities for creativity. By integrating AI to enhance human capabilities instead of replacing them, we can boost collaboration, improve workforce adaptability, and empower talent regardless of gender or career background.
The Call for Collective Efforts
My ultimate vision for the future is a workplace where everyone can thrive throughout every phase of their career and life. A future where leadership is rooted in talent, not tenure, and where technology and AI uplift all individuals to succeed.
Achieving workplace equality requires a united effort—one that includes not only women but everyone. By collaborating, we can champion inclusivity, advocate for diverse talent, and create environments where all voices are acknowledged and respected.
To truly accelerate action, we must transcend well-meaning intentions and challenge outdated norms. By embracing human-centered AI and innovative work models, we can empower everyone to contribute, lead, and innovate.
When we ensure that everyone has a place at the table, we not only attain gender equality but also foster strong businesses and a more inclusive world. The time for action is now. Let’s advance together!
