MEF urges flexible work, leadership pathways to boost Malaysian women’s workforce participation under ‘Give to Gain’ IWD theme

The Malaysian Employers Federation (MEF) has called for stronger policy alignment and sustained employer commitment to accelerate women’s advancement in Malaysia’s workforce, ahead of International Women's Day on March 8.

In a statement issued in conjunction with the global observance, the federation said expanding women’s participation should be treated as a strategic driver of national competitiveness and inclusive, sustainable economic growth.

Aligning with this year’s International Women’s Day theme, “Give To Gain,” MEF stressed that investing in women’s economic participation is not merely a social objective but a productivity strategy necessary for sustaining long-term growth in a knowledge-driven and innovation-led economy.

Despite progress in recent years, women remain underrepresented in corporate leadership in Malaysia. According to MEF, women currently hold about 29% of board positions among the top 100 publicly listed companies, while participation in senior management roles across industries remains below 40%.

The federation also noted that career interruptions linked to caregiving responsibilities continue to contribute to skills attrition, reduced workforce continuity and long-term earnings disparities for women.

MEF president Syed Hussain Syed Husman said women’s economic empowerment must be viewed as a central component of the country’s competitiveness strategy rather than a peripheral social goal.

“Expanding women’s participation across the workforce and leadership pipeline is essential to sustaining growth in a dynamic global economy. From an employer's perspective, the business case for gender-inclusive policies is compelling,” he said.

“Organisations with higher female representation in leadership consistently demonstrate stronger financial performance, improved governance standards and more effective risk management outcomes,” he added.

Syed Hussain urged employers to adopt evidence-based workplace practices to support women’s continued participation and career progression. These include structured return-to-work programmes for women re-entering the workforce after career breaks, leadership mentoring initiatives and clear succession planning frameworks.

He also called on companies to introduce flexible work arrangements and family-friendly workplace policies, along with workplace health and mental wellness initiatives, pay transparency and systems that promote equal opportunity.

MEF further encouraged employers to strengthen gender-responsive policies, leadership pathways and inclusive talent management systems to ensure women can fully participate and advance in the workforce.

At the policy level, the federation urged authorities to provide regulatory clarity, align incentives and expand capacity-building support so that businesses, particularly micro, small and medium-sized enterprises, can effectively implement inclusive workplace strategies.

Industry leaders were also encouraged to set measurable gender diversity targets and adopt transparent reporting practices to strengthen accountability and accelerate progress toward gender-inclusive workplaces.