LEADERSHIP INSIGHTS
Professor Elizabeth Lee
Sunway Education Group,Chief Executive O cer

TO CHAMPION FOR WHAT IS RIGHT AND NATURAL CAN NEVER BE
WRONG AND IS NECESSARY.
For Sunway Education Group, the motivation to do the right thing the right way is deeply rooted in the company’sculture, underscored by the core values of Integrity, Humility and Excellence. Its Chief ExecutiveandChampion of the 2021 Malaysia WEPs Awards Leadership Commitment categ y), Professor Elizab th Lee
shares why the Group decided to sign the WEPs and how being a signatory changed the institution.
How has Sunway Education Group becoming a WEPs Signatory, and more recently, you winning the 2021
Malaysia WEPs Awards for Leadership Commitment helped to contribute to SEG’s gender equality ambitions
and to the wider Sunway Group?
so far, as well as to benchmark our performance so that we can better understand how we compare to others, and mostimportant of all, how we can improve and be better.
The WEPS award recognition
our journey in the right direction. It is a huge encouragement to our Institutions
and to our people. At SEG, we are committed to the UN Sustainable Development Goals and women empowerment isa top priority. As a WEP Signatory, the recognition of our work with the given award, further cements our commitment
towards

What is Sunway Education Group currently doing or has done in the past to create an inclusive environment?

and to encourage individuals to grow and develop towards their full potential.
We aim to create a workplace environment which promotes dignity and respect for everyone, a workplace environmentof the organisation and the communities we serve. Diversity and inclusion, which are closely tied to our core values ofintegrity, humility and excellence, are embedded into every component of our organisation and its goals.

In this regard, the Sunway Education Group looks to attract and retain a diverse pool of employees at all levels, provide themwith fair and equal opportunities without discrimination while at the same time maintain its commitment to providing“Being a WEPs Awards Winner is a public declaration of our commitment
to gender equality and should embolden others to enable, embody andenculturate gender equality in their own organizations. It truly is the bestpractice.”
How does SEG’s leadership ensure commitment from others with regards to women’s empowerment as well as
gender equality in the workplace?
Ensuring commitment on women’s empowerment and gender equality is an ongoing process which requires continuousinteractions at work, by being mindful of language, behaviours, and actions towards others.
We seek to encourage commitment towards this through active discussions and by holding people accountable for driving
an inclusive culture where open dialogue, feedback, and constructive discussions about gender equality and women’sempowerment are encouraged.
We are currently working to better ensure we have a workplace culture which promotes respect, dignity, safety and inclusion(DEI). We understand that training and knowledge, together with clear policies, procedures, a culture of openness andtransparency will go a long way in making our organisation a safe workplace for all.

The Sunway Education Group as part of the Sunway Group, as a whole, is committed to an inclusive and progressive
workplace where diversity is celebrated with talent policies and initiatives which support an equitable and safe workplace
where employees can thrive and work together.

“Support is also really important especially as women leaders grow innumbers. Hence, we must find and support each other. As for myself, I doreach out and connect with other women in leadership roles in and out ofMalaysia, while trying to support female leaders within my ownorganisation. By virtue of linkages, I have been able to ensure that theinterests of women are looked into through making and instituting policies.“What have been your greatest achievements as a leader and as an organisation?
As I mentioned previously, professionalism trumps sex or gender. I had to ensure our women folk could be and should betaken seriously as professionals
simple tweak to archaically established dress codes to allow for
the ladies to wear long pants at work rather than stockings was both empowering and liberating. But, respect must be
earned and hence my fellow female colleagues need to show our mettle at work. That means rolling up our sleeves, andworking along with other (male) colleagues outside normal hours as and when necessary.
When time permits, I still like to be involved with students, our future leaders in the making. Nowadays, there are all sorts ofchallenges faced by our young girls – from social acceptance, anxiety, body image issues, gender stereotypes being
spewed out by the social media, all which could lead to mental health related issues. We need to attune them to theneed to break down gender stereotyping and to advocate for gender inclusivity.
It is for this reason that I’ve taken up a number of mentoring opportunities to speak with young girls and provide themguidance, both personal and professional.
Having been in the education space for over 30 years now and having gone through various gender-related challenges, I
hope to continue motivating young people on inclusivity and gender equality. I myself have been blessed, and right now I– from my Chairman to my colleagues both male and female, and my family.

Any advice that you would give to all the leaders and advocates of gender equality who are still struggling tosee an impact of their work?
Women need to support women. Women also need men to support women. Vice-versa, women also need to support themen. We have to create an inclusive working environment. Society as a whole needs to change its mindset of gender inleadership roles and in decision-making to provide a healthy pathway for both mena and women to thrive equally in theworkplace.

Why is commitment at the top crucial to achieving change throughout the organisation?
Commitment must come from the top. At Sunway, it started with our Chairman’s support, which ensured that today ourenvironment welcomes both women and men alike. Those in leadership roles who advocate for gender equality will help
ensure that people in the organisation promote the cause and are committed to it.

Principle 1

Establish high-level corporate leadershipfor gender equality.

Principle 2

Treat all women and men fairly at work– respectand support human rights and nondiscrimination.

Principle 3

Ensure the health, safety and well-being of
all women and men workers.

Principle 4

Promote education, training and professional
development for women.

Principle 5

Implement enterprise development, supply chain
and marketing practices that empower women.

Principle 6

Promote equality through community initiatives
and advocacy.

Principle 7

Measure and publicly report on progressto achieve gender equality.

#WeEmpowerAsia
weps.org
weps@unwomen.org

Women’s Empowerment
Principles@WEPrinciples

United Nations’ Women’sEmpowerment Principles@UNWomenAsia

This publication was produced with the generous support of the European Union through the WeEmpowerAsia programme.
The views expressed in this publication are those of the authors and do not necessarily represent the views of the European Union, UN Women or the United Nations.

Case Study: GOJEK | 5