“You ate, Mom!”
My young, Gen Z daughters exclaimed, congratulating me for another successful speaking engagement. While my mind initially went to thoughts of food, I realised that my children were referring to how well I did, using slang that they learned from social media.
In the ever-connected world we live in today, it’s not only phrases and trends that go viral; rather, sentiments, ideas, and movements that shape today’s discourse also gain traction online. Digital platforms hold the power to amplify voices, connect communities, and drive change.
While my generation navigated the early stages of this digital transformation, today’s generation is fully immersed in it, and they have the potential to leverage this technology to foster inclusivity and empowerment towards breaking the glass ceiling.
As we celebrate women’s month, let’s acknowledge the progress we’ve made and the work we still need to do to connect generations of women, all towards achieving true gender parity and empowerment in the digital age.
Bridging Generations
Generational divides are an unavoidable and complex issue that we continue to face, both in the workplace and outside it. While it is true that there are fundamental differences in the preferences and outlook of each generation, I believe that finding common ground is the key to bridging this gap.
For example, part of the training new hires may undergo in modern organisations often include a simplified approach on how to deal with these gaps by laying out the differences between generations based on broad generalisations and stereotypes of their working habits and motivations, like millennials and Gen Zs being perceived as more financially motivated or more entitled. An article from McKinsey & Company titled “Gen what? Debunking age-based myths about worker preferences” found that “employees of all ages seem to want the same things from their work experience—with a few important caveats across generations.”
As a leader, I've found that understanding and respecting the diverse perspectives and working styles of different generations is key. For instance, while my generation values traditional work habits and face-to-face interactions, younger generations thrive in a more flexible and digital-first environment. Meeting in the middle may be a long process, but I’m enjoying the process of connecting with my staff and children alike and learning something new from them every day—from my young employees teaching me how to generate A.I. prompts that automate tedious administrative tasks, to my kids demonstrating how to take the “Gen Z Selfie”.
I see these distinctions between generations as an opportunity to learn from each other, leverage diverse perspectives, and create a more inclusive and dynamic world. The responsibility falls onto each and every one of us: understanding, empathy, and a willingness to connect and find common ground will go a long way. Ultimately, the goal remains the same across all ages: developing a diverse, equitable, and inclusive world where everyone feels like they belong.
A Cumulative Effort
Achieving gender parity is not a one-time goal but a cumulative effort that spans generations. Each generation builds on the progress made by the previous one, pushing the boundaries further towards true equality.
When I started off as a homegrown employee of my Firm, P&A Grant Thornton, there were only two female partners, despite its inclusive and welcoming culture. Looking back, there weren’t many discussions on gender parity and women empowerment like there are today, but I was nonetheless able to get the support I needed to achieve my dreams of having a family while having a fulfilling career. I've seen how the support women leaders before me paved the way for my own success.
During my journey, there were moments where I had to compromise because I had to balance being a wife and mother with my many work responsibilities. There came a feeling like I wouldn't be able to reach my goal as a top talent in my work. The turning point was when my daughter got sick: I declined the Firm’s request for me to undergo further studies to progress my career, because I had to care for my daughter. I figured that I wouldn’t be promoted quickly, but I had no regrets as my family is my top priority. During this period, my bosses were so supportive, allowing me to adjust my schedule and attend to my daughter’s needs. This is where my advocacy for empowering my fellow women blossomed: I thought to myself, “We don’t always have to make sacrifices: if they can, she can too.”
Today’s digital world brings out avenues to have these conversations and reach wider audiences. It has also paved the way for hybrid setups which has given opportunities for women to balance work and motherhood, and virtual learning opportunities that encourage them to upskill, no matter where they are. By sharing our stories and experiences, we can inspire and support each other, driving collective action towards achieving true gender parity.
Towards a more connected world
The key takeaway for this year’s Women in Business report by Grant Thornton International is the need for accelerated action towards gender parity. Despite Philippine businesses ranking third among respondent countries in terms of women in senior management, Karitha Erikson of GTI stated that at the current rate of progress, a young woman starting her career today will be working for more than a quarter of a century before she can expect to work at a firm with gender parity in top roles.
As both a mother and a woman leader, the thought that my daughters and future generations of women may still face significant barriers to achieving gender parity strengthens my resolve to advocate for and drive meaningful change. It is our collective responsibility to ensure that the progress we make today paves the way for a more equitable and inclusive future for all women.
Gender parity has always been a moving target, but remember, parity doesn’t necessarily mean a 50/50 or 60/40 split; it’s defined by each company. Each company must set its own targets: it’s about fostering a culture of inclusion and representation, beyond the numbers. Developing that culture and crafting policies that protect, and support women is crucial.
I’d also like to highlight that the fulfilment of a woman is all about achieving a balance between personal and professional life. Today, thanks to the digital landscape we live in, every generation can utilise social media to inspire women that working, nurturing your family, and having work-life integration can be done.
Platforms where women, both young and experienced, can engage in discourse are essential. Coaching and mentoring new women leaders are something I started in the office. These can be done nowadays through digitalization, allowing us to support women wherever they may be. We must use these platforms to our advantage.
To all aspiring female leaders, remember that your journey is unique and valuable. Embrace the challenges, seek out mentors, and leverage the power of technology to connect, learn, and inspire. Generation gaps will always exist – but the fight for diversity, equity, inclusion, belongingness, and parity are universal. Together, we can create a future where women are empowered to lead and make a difference.
As published in The Manila Times, dated 26 March 2025
