Call for Cambodian Companies to Make Women's Empowerment a Workplace Priority

• Cambodian companies are being called to make women's empowerment an uncompromisable priority
• Equal opportunity for women should be promoted at every organisational level
• Companies are being encouraged to step up efforts to drive gender equality both in the workplace and in society

Cambodian businesses are being urged to make gender empowerment a hard requirement, with their leaders being challenged to uphold zero tolerance for harassment, increase support mechanisms, and ensure equal opportunities in the workplace.

Business enterprises are also being challenged to accelerate action towards gender equality, both within organisations and in society overall, by prioritising women's empowerment to be at the centre of leadership at all levels.

Speaking during a business breakfast on Women's Empowerment Principles organised by BritCham Cambodia on August 20, Katja Freiwald, UN Women Asia-Pacific Regional Lead on Women's Economic Empowerment and Migration, underscored that leadership needs to enroot women's empowerment in every aspect of operations, recalling that transformation is a slow process but it has to begin at the grassroots.

"If the leader doesn't talk about it, it [women's empowerment] is not going to happen," she said, emphasizing that zero tolerance for violence and harassment is an indispensable requirement.

She urged businesses to set up mechanisms that promote women who face such issues. "That is a non-negotiable and a foundation principle for every business in every place."

Speaking specifically about the hospitality industry, Rosewood Phnom Penh Managing Director Daniel Simon recognized the incidence of sexual harassment while pointing out that his organization acts promptly on any reported instances.

The hotel has established an employee resource group to assist women both financially and emotionally, and offers three months' maternity leave on full pay—above the Cambodian law requirement of 90 days' leave at half pay.

Moreover, the company gives three months' paid maternity/paternity leave to each and every employee, regardless of gender. "You have to make sure everyone gets treated properly and on the same terms in the business," said Daniel.

Sin Sokanha, a partner at Bun & Associates, said that her law firm focuses on potential and quality rather than gender when it comes to managing talent, and that it has also in place flexible working arrangements to allow women to juggle work and family responsibilities.

"If she wants to remain at home for a half day, come in late, or work from home, we offer that flexibility," Sin said.

The company also conducts ongoing training and development programs, such as mentorship and coaching programs to groom women for leadership positions. "I was personally mentored by the training force before I came in here," she disclosed.