Sandra De Zoysa, Group Chief Customer Officer of Dialog Axiata PLC and Director of Dialog Business Services, underscores the company’s reputation as a top workplace for women in Sri Lanka. She details Dialog’s comprehensive strategies that champion a nurturing work environment and equip women to thrive professionally and personally.
As a Great Workplace for Women in Sri Lanka, how is Dialog fostering women’s empowerment?
Our dedication to creating an exemplary workplace for women is showcased through our diverse initiatives. Our hiring practices prioritize gender neutrality, resulting in over 50% female representation at Dialog. Our leadership frequently communicates with employee groups, including through virtual sessions, to gain insights into gender diversity. Regular live panels also feature our leaders discussing topics like Gender and Wellbeing.
Diversity is core to our identity. We celebrate our team year-round, extending beyond occasions like International Women’s Day. We’ve established Employee Resource Groups for women, fostering a space to network and learn. Our expanding mentor network underscores our commitment, especially with an increased focus on female mentorship.
Externally, our “Yeheli” initiative empowers Sri Lankan women, and in partnership with the SLASSCOM Returnship Programme, we support women returning to work post-life events. Compared to industry standards, our commitment is unparalleled. Beyond just meeting expectations, we strive for excellence, evident as we rank 7th in the Great Places for Women to Work list.
How is Dialog ensuring women get equal opportunities to move up the leadership ladder, and what proportion of senior roles are currently held by women?
We’re steadfast in championing a diverse and inclusive leadership, understanding its positive impact on financial performance and innovation. Our workplace champions gender equality, offering all employees, especially women, equal career growth, professional development, and recognition opportunities. Employee well-being is central, and we’ve tailored a supportive environment specifically for our female staff.
Practically, we’ve partnered with “Footsteps Preschool and Day Care” to offer quality childcare services at reduced rates. Our policies, such as flexible pre and post-maternity work arrangements and extended leave for unexpected pregnancy complications, cater to the unique needs of women, balancing their professional and personal roles.
Our dedication to gender equity is evident in our leadership: 56% of Senior Leadership is female. We ensure no gender pay disparity. Overall, 50% of our staff are females, with 44% in middle management and 57% in senior roles, underscoring our genuine commitment to gender equality and diverse leadership.
How are you ensuring that Dialog’s female employees have access to the necessary resources, mentorship, and training programmes to excel in their roles, advance their careers and contribute effectively to the company’s expansion?
We’re committed to empowering our employees, recognizing that ongoing learning and development are crucial for a successful work environment. To this end, we’ve partnered with various online learning platforms, allowing employees to access a diverse array of courses, tailored to fit their schedules. This flexibility especially benefits our female workforce, as reflected in our data on upskilling and internal mobility.
Beyond digital platforms, we host in-house training led by industry experts. Topics span from effective communication and team management to technical workshops in Analytics, Machine Learning, and more, ensuring our team, especially women, stays updated with industry trends.
Our dedication to cultivating leaders is exemplified in our leadership retreats and the Turbo Charge mentorship programme, designed by me. I personally invest 200 hours each season, spanning 10 months, in one-on-one sessions. Now in its third season, its success speaks for itself. We aim to prepare our employees, particularly our female talent, for future leadership roles.
Can you share some success stories or examples of how women-led teams or projects have contributed significantly to the company’s international footprint?
Numerous individuals have risen from junior roles to significant positions, reflecting our company’s global impact. Notably, two women have progressed to board positions in Axiata’s subsidiaries in Nepal and Pakistan. Another standout is a woman who joined us in 2013 as a senior manager and is now a Regional Head for Axiata Digital and Analytics (ADA) – a leading firm specializing in digital, analytics, and AI solutions. Under her leadership, ADA has seen remarkable growth, and she also holds a position on the SLASSCOM board. Numerous other women in pivotal roles throughout the company bring their unique insights, skills, and dedication, establishing them as indispensable contributors in the international business arena.
How does Dialog support its female employees by encouraging and enabling work-life balance?
For us at Dialog, prioritizing work-life balance, particularly for our female employees managing diverse responsibilities, is crucial. To address their unique needs, we offer flexible work schedules and extended maternity leave, accompanied by a supportive reintegration process. We champion holistic well-being through comprehensive wellness programmes that cater to both physical and mental health. Regular check-ins with managers foster open communication, enabling employees to voice concerns and seek guidance. Our commitment extends beyond career advancement, emphasizing overall well-being. This balanced approach has driven our industry leadership for over two decades.