When it was formed, one of the Committee's first tasks was to examine the group's current gender diversity performance and benchmark it against other organisations recognised for their diversity achievements. Understanding how you are doing is always the first step in planning. Surveys and focus groups were held across the Swire group to gather information for this purpose.

The Committee found that there was varied gender balance across the different divisions and this was due to varying considerations and challenges. Bearing this in mind, the Committee decided to draw up a high-level policy paper. The aim of the paper was to outline the diversity objectives of the Swire group, while allowing individual divisions to formulate their own specific plans. I am happy to say our companies have been quick to pick up the torch, launching various initiatives including Diversity Day at Swire Beverages, a Diversity and Inclusion Committee at Cathay Pacific, as well as the construction of more mothers' rooms in Swire head offices.

Another key aim of the Gender Diversity Committee is to build external relationships with thought leaders in the area, allowing us to learn and share best practices. We have become actively involved with non-profit organisations such as Community Business and The Women's Foundation and have benefited hugely from their findings and advice.

All that said, I feel the Committee's main achievement has been enhancing awareness, bringing the issue of gender diversity from the realm of the subconscious into conscious, everyday thinking.

 

The Women's Network is an initiative recently launched by the Gender Diversity Committee. It aims to help enhance the Swire group's ability to attract, develop and retain female talent, by supporting women's career advancement. It provides a forum for talented women at Swire to connect with one another, as well as a group mentorship programme. Under the mentorship programme, interested parties can apply to receive mentorship from one of the group's directors, a valuable opportunity that has been enthusiastically embraced by over 100 participants to date.

I am indeed. I hope to be of use.

Actually, I have and I think people who know me can guess who. My role model is Baroness Dunn, who I have long admired not only for her success in the corporate world, but her commitment to her public roles and her passion for the people she works with. She always has time to stop and talk and she still gives me advice to this day. I hope I can channel a little of that energy in my mentoring.

I believe that success within the Swire group depends on merit and requires certain key attributes: diligence, a positive attitude and passion. That applies to men and women equally. I would advise our staff to make sure they fully embrace all the opportunities open to them. Few organisations can offer the same potential for learning and development, so the sky really is the limit, whoever you are.