Archive for the ‘Gender Gap’ Category

We can boost women power

Tuesday, February 27th, 2018

MALAYSIA’s commitment and dedication to the advancement of women is evident in many of its programmes and policies in the last three decades.

But, while there is progress, it is not fast enough. Many women have broken the glass ceiling, but in some cases, it is only a temporary effect.

Up to June last year, women accounted for just 17.9 per cent of the boards of directors in the top 100 listed companies on Bursa Malaysia.

What is it that holds women back from contributing their full selves?

A study by the World Bank on Malaysian women participation in the workforce found a pattern that suggested Malaysian women older than 26 were more sensitive to life-cycle transitions as compared with other countries.

Married women, regardless of whether they live in urban or rural areas, participate the least in the workforce.

Malaysian women retire earlier than their male counterparts, which the World Bank attributes to women being caught in a double burden syndrome of managing the home and caring for their children, or the elderly, even if they hold full-time jobs.

Countries that offer paternity leave are the most successful in closing the wage gap between men and women. FILE PIC

Another contributing factor is that women who leave the workforce after the age of 26 will never return.

Sadly, not only is 26 the prime age to have children, it is also the prime age to build a career.

With a great number of women leaving the workforce to focus on family, the pool of women talent to fill top management jobs also shrinks.

It is also relevant to take into account that mothers, by default, are seen to be the primary, and sometimes only, caregiver, as per entrenched in our labour laws.

Women are entitled to 60 days of maternity leave under the law, but there is no provision for paternity leave.

Although certain private companies offer three to five days of paternity leave at their discretion, and government offices mostly offer seven to 14 days, this is insufficient for husbands to be a partner to their wives in raising their children.

There are, however, companies that offer one-month paternity leave.

The recommendations by the government to increase maternity leave to 90 days during the tabling of the 2018 Budget is laudable.

The Society for Equality, Respect And Trust for All (Serata) supports the recommendation by the Women, Family and Community Development Ministry and Malaysian Trades Union Congress to extend paternity leave to one month.

Studies done by the Organisation for Economic Cooperation and Development (OECD) have shown that gender inequality in unpaid care work is the missing link in the analysis of gender gaps in labour outcomes, such as labour force participation, wages and job quality.

Serata believes that to achieve gender parity at work, we must first tackle the inequality in the labour law and workplace policies by including paternity leave.

It will reduce gender inequality in the home by encouraging men to be more active in childcare, as per a study of four OECD countries.


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Are you a Gen X, Gen Y or Gen Z at heart?

Friday, January 19th, 2018
A new generation has begun to enter the workforce today: Gen Z

A new generation has begun to enter the workforce today: Gen Z

You’ve read countless articles about “your generation” but every time you do, you stumble on some trait that just doesn’t seem quite right.
Well perhaps, it’s more than just clumps of years that differentiate Gen X, Y, and Z. Just like age is sometimes really just a number, let’s explore the traits of each generation to reveal your true one at heart.
Gen X - If your motto in life is work hard, play hard, you’re most likely a Gen X. You grew up in a society with elevating divorce rates pushing you to maturity at a young age. You’re sceptical, highly independent and have perfected the art of adulthood while still retaining childlike qualities at heart.
Gen Y – You’re a chameleon. You are one of the most adaptable generations. Take music for example. You embraced your parent’s records, you listened to cassettes (first on your radio and then on your Walkman), moved on to CDs and then to MP3s and now online streaming. You’re sophisticated, diverse and have an innate desire to change the world.
Gen Z- You have a personal, diverse, complicated and an inherent bond with the internet. Basically, you cannot live without it. You are a speed learner, constantly evolving along with technology and you grow up so fast, too fast at times.
Work Ethics
Gen X – As a member of one of the best-educated generations, you expect a job that not only offers work-life balance but also provides opportunities for individual advancement. Is the company stable? Am I satisfied with the daily tasks given to me? These are some of the questions you ask yourself about work.
Gen Y – With a confident demeanour, your aim is attaining an occupation that is meaningful. Knowing that you make a difference is important to you. You prefer immediate feedback, you always question what’s in it for you and are additionally happy if provided with a creative outlet at the workplace.
Gen Z – You love being your own boss. You have out-of-the-box ideas on how to bring in the moolah. You are a king, no, a God on social media and you use your skills to try and generate income from it. The perfect office for you is one that allows for flexible timing, across the board discussions and plenty of opportunities to present new ideas.
Usage of Technology
According to the 2017 Internet User’s survey conducted by the Malaysian Communications and Multimedia Commission, there are approximately 24.5 million internet users in Malaysia. Basically, only a quarter of the population remains unconnected and Gen X, Y and Z all have their own unique digital behaviour.
Gen X – You are connected but social media is not the centre of your life. You like and share the occasional post but you mostly use the internet for convenience. Your history tab includes the website for your favourite bank, your email and your Facebook page.
Gen Y – Your phone is an extension of your body. You wake up and immediately switch on your device. You use technology to read the latest news, to find the best online promotions, to research your next holiday, to listen to music, to post the occasional picture and to find that highly recommended new restaurant. Basically, technology is an important part of your life.
Gen Z – The notification “the internet is down” sends shivers down your spine. Life is social media. A typical day would not be complete without you posting an Insta story or a Snapchat. You love interacting with virtual friends and keep connected by posting videos, silly pictures and even live broadcasts of your life. If there’s something trending, you mostly would have been the reason why.
One thing’s for sure, having a seamless online experience is important for all generations.
This is why plans like the all-new UMI 36 prepaid plan by U Mobile is so attractive.
Existing U Mobile prepaid users only need to upgrade to the new plan costing RM1.20 a day and enjoy 7.5GB of high-speed data and another 7.5GB of data for video streaming on selected applications such as Netflix, iFlix and 23 Video-Onz partners.

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End violence against women

Saturday, November 25th, 2017
The recent emergence of reports detailing sexual harassment in the workplace from many organisations and institutions worldwide shows how pervasive this form of sexual violence is.

EVERY woman and every girl has the right to a life free of violence. Yet, this rupture of human rights occurs in a variety of ways in every community.

It particularly affects those who are most marginalised and most vulnerable.

Around the world, more than one in three women face violence throughout their lifetime; 750 million women were married before the age of 18, and more than 250 million have undergone female genital mutilation.

Women’s rights activists are being targeted at alarming levels.

And, violence against women politicians impedes progress on women’s civil, political, social, economic and cultural rights.

Women who run for office are more likely to encounter violence than men; women human rights defenders are at greater risk; and horrifying sexual violence in conflict shows no sign of abating.

There is increasing recognition that violence against women is a major barrier to the fulfillment of human rights, and a direct challenge to women’s inclusion and participation in sustainable development and sustaining peace.

There is also increasing evidence that violence against women and girls is linked to other attacks, including violent extremism and even terrorism.

This violence, the most visible sign of pervasive patriarchy and chauvinism, directly impacts women’s physical and psychological health.

It affects whole families, communities and societies. While it continues, we will not achieve the 2030 Agenda for Sustainable Development.

The recent emergence of reports detailing sexual harassment in the workplace from many organisations and institutions worldwide shows how pervasive this form of sexual violence is.

I have stressed a zero-tolerance policy towards sexual harassment at the United Nations (UN).

The Under-Secretary-General for Management, Jan Beagle, will follow up by chairing an Interagency Task Force that will examine our policies and look at strengthening our capacities to investigate reports and to support victims

Attacks on women are common to developed and developing countries.

Despite attempts to cover them up, they are a daily reality for many women and girls around the world.

Family violence, especially against women is a serious issue. Governments should take measures to reduce and prevent it.

It is time to further our collective action to end violence against women and girls — for good.

That takes all of us working together in our own countries, regions and communities, at the same time, towards the same goal.

The UN is committed to addressing violence against women in all its forms.

First, the UN Trust Fund to End Violence against women has been funding civil society organisations for 20 years.

It has successfully awarded US$129 million (RM531 million) to 463 initiatives across 139 countries and territories.

Second, we recently launched the “Spotlight Initiative”, a large-scale effort by the UN and the European Union to eliminate all forms of violence against women.

By connecting our efforts with those of national governments and civil society, this initiative aims to strengthen action on laws and policies, prevention, and services for survivors.

Third, the UN Safe Cities and Safe Public Spaces Global Initiative is leading to a comprehensive programme to end sexual harassment and other forms of sexual violence in public spaces.

And fourth, earlier this year, I launched a new, victim-centred approach to sexual exploitation and abuse committed by those serving under the UN. I am determined to prevent and end these crimes, which cause such lasting damage to the people and to the institution itself.

These initiatives should help us deliver transformative changes.

But, much more needs to be done.

We need strong political will, increased resources and coordinated action.


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Malaysia well on its way to overcome gender bias

Saturday, November 11th, 2017

THE year draws to a close. Bottom lines, performance evaluations, and hopefully, some salary negotiations are to be scheduled soon. Where does Malaysia stand in regards to fair treatment for women in the workplace?

Of course we are, once again, talking about gender wage gap. Google “wage gap” or “pay gap” and you may find more information than you care to read about, on a global as well as national level.

Two years to go before Malaysia reaches the planned high-income nation status in 2020. Surely such archaic notions as different pay, or different value and appreciation, for the same work between male and female employees can’t be a realistic concept in this day and age anymore.

Regrettably, the subject is much more complex than just figures on a payslip. Some will insist that yes, unfortunately, women in Malaysia and everywhere else have a long way to go until they achieve equality in remuneration. All the while, others will argue just as convincingly that the gender wage gap is nothing more than a tenacious myth.

Both claims are true.

Numbers show a clear picture, or so we think. According to the official portal of the Department of Statistics Malaysia for 2016, the mean monthly salaries show a four per cent wage gap in favour of male employees, while the median figures show a difference of just under three per cent, again in favour of men. In view of these numbers, some will claim that the difference is really not that significant. Others will be of the opinion that even a small difference is still not justifiable.

But figures, and statistics in particular, can be misleading. Looking at average wages for all levels and age groups in the entire workforce of a country compares to painting a canvas with a very large paintbrush. Thus, a detailed picture would require a brush fine enough to compare each position separately.

Such an endeavour would grossly exceed the size of this commentary. It is interesting to note, however, that in average, Malaysian women in the age bracket of 25 to 34 earn more than their male counterparts. This seems to indicate that the real problem lies in Malaysian women’s need for maternity leave. A career break of a mere two to three years severely impacts their further earning opportunities, as the imbalance of paid wages after the age of 35 far surpasses the aforementioned three to four per cent.

While younger employees of both genders are quite comparable as far as skills, experience and preferences go, a clear-cut and fair comparison in the age bracket of 35 to 65 becomes excessively complex. If it were that simple, and women really do the same work for less pay, no employer in his right mind would ever consider hiring a man.

Discrimination within the labour force is still a fact, however. Mothers are perceived as less dedicated to their work, less willing or available to work overtime, to travel for business, to pursue high-impact careers. It stands to reason that the discrimination against women is rooted in long-standing social concepts, rather than in the context of the modern workplace.

The perception of men doing the “hard” work of hunting, fighting, building, thus being associated with rationality and reason, dates back to the archaic era of cave men. In contrast, women rearing children and caring for the social wellbeing of the community were and still are linked to emotional and instinctive “soft” qualities.

Even without the intention to discriminate against a female job applicant, a human resource manager will inevitably have a different set of expectations towards her. Sadly, this is even true for female HR recruiters. Too many women rejoining the labour force after a maternity break will play right into that stereotype themselves as well.

Such prejudice is not only sad, it is also not realistic. Many foreigners getting an insight into the Malaysian public and private top echelon are pleasantly surprised to find more women represented than they expected.


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More efforts needed to achieve 30pct target of women on companies’ board

Monday, October 16th, 2017
(File pix) Executive co-founding chairman Anne Abraham said only 95 out of 928 companies have achieved the target of having 30 per cent of women represented on the companies’ board. (pix by SALHANI IBRAHIM)

KUALA LUMPUR: The Malaysian Chapter of the 30% Club today has called on the corporate sector to increase effort to include more women at the decision-making level to at least 30 per cent by 2020.

To date, its executive co-founding chairman Anne Abraham said only 95 out of 928 companies have achieved the target of having 30 per cent of women represented on the companies’ board.

Out of the remaining 833 companies, 372 have no women on their boards.

She said at a round-table session held recently with the corporate sector, several issues were raised which included the difficulties of sourcing for board-ready women directors or those with specific skills, and the limited profiling of potential women directors.

Anne however believed the target was within reach especially with the government’s help and encouraging participation of public and private learning institutions, corporate boards’ commitment and the availability of qualified women candidates.

“There is a need to bridge the supply and demand of women directors and our club has been setting up partner programmes such as women development and mentorship projects since its inception in May 2015,”

Club Advisory co-chairman Datuk Mohaiyani Shamsudin said all parties should encourage diversity and move towards the nation’s target of having more women in the boardroom.

“We are pleased to have the participation of chairmen of boards and nomination committees such as Genting Berhad Tan Sri Datuk Dr Lin See-Yan and Boustead Heavy Industries Bhd Tan Sri Datuk Seri Ramli Mohd Nor, who are willing to openly discuss with us, their specific challenges in engaging women directors and explore avenues for resolving them.” she said.


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Key moment in Singapore’s history

Sunday, September 17th, 2017

Months later, Singapore held its first legislative assembly election. Of the 75 candidates who ran in 1955, only two were women. Both were Chinese, and both lost their contests. And of the 25 men elected, just three were Malay.

What were the odds, then, that a Malay girl, born in August 1954, could one day set foot in Parliament, become Speaker and ultimately be elected Singapore’s president? Very long odds, indeed.

When Halimah was sworn in as president last Thursday, history was made.

It is important to acknowledge the controversy: There is a sizeable segment for whom an election reserved for candidates of one race is fundamentally flawed. The lack of a contest compounded the issue for this group.

The changes to the elected presidency, and the timing of the changes, have been debated. The Government has explained the need for the change. The debates will continue for a while longer.

But none of this should take anything away from the momentous nature of Halimah’s election and her remarkable journey.

Imagine a country that makes it through the qualifiers of the football World Cup for the first time in history. Defying all predictions, it then goes all the way to the final.

In the final, after 90 minutes of nail-biting play without a goal, the referee, in the games dying seconds, awards that country a penalty kick, in a 50-50 call that could have gone either way. The team scores. It lifts the World Cup in its maiden outing.

The contention over the penalty will not go away easily. Pundits will argue its merits, maybe for years. But such discussions do not detract from the remarkable World Cup run achieved by that country.

And so it is with Halimah’s historic election. The changes to the presidency were hotly debated, but they were also somewhat beyond her control. Indeed, she knew of the risk to her own reputation, given how some disagreed with the changes, but she chose to step forward anyway.

Halimah has faced formidable obstacles at every stage of her life. She worked hard to overcome them. Any number of things could have led to a different outcome. She could have dropped out of school to supplement the income of her widowed mother, who sold nasi padang to raise five children on her own.

As a woman lawyer in a labour movement dominated by blue-collar men, she could have been taken less than seriously. As a headscarf-donning Muslim politician, she could have found it harder to connect with the non-Muslim majority. As Speaker of Parliament, she could have shunned the public scrutiny of a presidential run.

At each stage, her unique qualities saw her through. These included her determined nature, her personal warmth, her genuine concern for the weak and her heart to serve the public.

In a parallel universe, Halimah could so easily have not become president. But she has.

Not a long time ago as recently as 2012 there was no woman in Cabinet. Today, there are two: Minister for Culture, Community and Youth Grace Fu and Minister in the Prime Minister’s Office Josephine Teo. Now, there is also President Halimah Yacob.

As we pause to reflect on the import of this moment, we should, as a nation, challenge ourselves further: How long do we have to wait for a woman to be prime minister, or for someone from a minority race to be prime minister?

When that day comes, every child boy, girl, Malay, Indian, Chinese, or of any race can grow up believing that anything is possible under the Singapore sky.

Meanwhile, the fight to shatter glass ceilings continues.The fight involves individuals waking up each morning and doing their best to realise their potential. But the fight also involves ensuring a level playing field.

The reserved election is at times framed as a compromise of meritocracy in order to advance multiracialism. But if one accepts that the nature of Singapore’s elections is unmeritocratic to begin with, because voters systematically discriminate against minority candidates, then affirmative action is not a compromise of meritocracy. It is in fact a desirable and necessary move to enable a truer meritocracy.

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Women progress to higher levels in Malaysia

Saturday, July 1st, 2017
Noor Huda Roslan (left) and Nenney Shuhaidah Shamsuddin congratulating each other after being appointed as Syariah High Court judges last year. (File pix)

HISTORICALLY, discrimination against women is not peculiar. It happened globally and in almost all civilisations. Women were often treated as their husbands’ properties. They were denied the right to own property or to exercise any civil or public positions.

There are many examples of such deprivation across Europe and Asia. For instance, during the 16th to 18th centuries, women in England were denied the right to cast their votes in elections, let alone to contest a seat in Parliament or representative councils.

In Asia, the Arab Jahiliyyah in the pre-Islamic era witnessed a most oppressive form of infanticide, where newborn baby girls were buried alive fearing that they will bring hardship and poverty to the family.

Islam not only recognised the position of women and their rights, but enshrined them in the syariah. The Quran even dedicated a specific chapter to women, entitled Surah an-Nisa’, which outlines in detail the rights of women and the preservation of their honour.

If one would study and analyse the entire corpus of Islamic teachings, one would quickly discover that there is no room for the discrimination of women in the name of Islam.

Consequently, the apparent discriminatory practices pervasive among Muslims are essentially not juridical, but are largely influenced by local customs of a male-dominated society. Such practices have no roots in Islam, and only continue to tarnish the name of Islam.

In the context of Malaysia, the origins of the women’s rights movement can be traced back to when Malaya achieved Independence.

The 1957 Independence Day had spurred a nationwide spirit of self-determination and nationalism, which in turn also encouraged women to develop themselves, mainly through education.

The fast growth of schools and education infrastructure, and the equal access accorded to women had a major role in elevating Malaysian women from where they were then to where they are today.

In the whole process of developing our country, women have made significant contributions to every aspect of Malaysia’s development, especially in social, cultural and economic sectors.

Currently, Malaysian women constitute a significant portion of the labour force in the professional and non-professional sectors.

Statistics in 2007 showed that there were more highly-educated women than men; they amounted to 61.9 per cent of all university students totalling 59,207.

Women have also proven that they thrive and can do well in the education system and are well qualified to be employed in many sectors, be it public or private.

However, there are indeed concerns on the under-representation of women at the decision-making level in the public and private sectors.

To mitigate this, the government introduced a policy in 2004 that promotes women to occupy at least 30 per cent of all decision-making positions at all levels. In other words, women are now given adequate opportunities for promotion and career advancement.

A survey carried by the Women, Family and Community Development Ministry in 2007 regarding the distribution of female employment by occupation showed that women were mostly concentrated in the clerical and service areas.


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Have a good mix

Tuesday, June 27th, 2017
Gender diversity in the workforce leads to better creativity.

A good gender balance in decision-making positions makes good business sense say speakers at a gender diversity forum.

IN every aspect of life, there must be balance. In the workplace, the same principle applies.

Having an equal number of men and women in decision-making positions will ensure more creativity and innovation, improved problem-solving skills and a better understanding of the market, all of which gives a company a valuable edge over its competitors.

Gender diversity is an approach that can really pay off for companies which implement it.

Workplaces should reflect the society in which they function and obviously our society is not just made up of men, says Datin Paduka Marina Mahathir, socio-political activist and writer.

“If everybody in the workplace thinks the same way, chances are their approach to a problem would also be the same. In other words, in a homogenous workplace, you are not going to find much creativity in your employees,” she says.

Marina, who was the keynote speaker at the “Diversity Event: Building A Strategy for Gender Diversity” on March 23 organised by Wong & Partners, says it’s crucial and wise for companies to have a good gender balance in their workforce.


If, for example, a company is involved in designing and selling products or services targeted at women, how can they effectively create these products if women themselves are not involved in the process or have no opportunity to provide their input?

In today’s work environment, having a gender-balanced workforce makes good business sense because women can bring a whole new set of ideas to the table and offer alternative methods to approaching an issue or solving a problem.

Marina says that in the United Kingdom, for example, the banking industry doesn’t just look for banking and finance graduates. It is also interested in philosophy graduates because philosophers understand that there are many different ways of thinking and won’t stick to traditional ways of thought when faced with a problem.

Similarly, in the fast-changing world that we live in today, we need creative thinking more than ever and we are not going to get it in a homogenous workplace made up mainly of men.

According to the World Bank, for a country to progress economically, the percentage of women in the workforce should be around 70 per cent.

This is because women tend to use their incomes to benefit their families and communities and not just themselves, so their involvement in the workforce would have an enormous ripple effect on the economy.

In Malaysia, in 2015, the number of women in the workforce stood at only 54.1 per cent.

But Marina stresses that we also need to look at what exactly these women are doing in the workforce.

She says that according to a report by the Penang Institute, the number of women in the workforce increased from 4.3 million to 5.6 million between 2011-2015 and 55 per cent of new jobs created during that time were also taken up by women.

Unfortunately most of those women took on less productive, poorer paying, unstable jobs.

“Basically, what we have is a pyramid in the workforce where the lower levels are populated by lots of women and their numbers become less and less as we reach the peak. Women are truly pinned to the ground, so to speak.”

A report released by professional services firm Grant Thornton in conjunction with International Women’s Day this year also indicated that only 24 per cent of senior business roles were held by women in Malaysia and more than a third of businesses in the country (34 per cent) had no women in senior management positions.

This put Malaysia in the last place among the four Asean countries included in the survey.

Senior women can mentor others to reach the top.


Marina says gender diversity is not just a matter of having more women on the boards of companies but also about making the work environment friendly and encouraging for women to contribute towards productivity.

She adds that even if we promote women to very senior positions, unless the environment in which they operate become less hostile, there will still be many women who will be discouraged from aspiring to these positions.

“It’s not just about having a token woman or two at the top but about developing, nurturing and sustaining a pipeline of women going to the top of their careers until it becomes a very normal pattern.”

To achieve this, women who are already at the top have a responsibility to mentor and nurture more women to be their successors.

They should make it easier for other women to also reach the top by sharing their experiences and strategies and providing advice on how to cope with the pitfalls.

Julia Chong, co-founder and CEO of the social enterprise The Truly Loving Company Sdn Bhd and another speaker at the forum, says women need to be more confident of their abilities and speak up to their superiors about wanting to be considered for a promotion or handling of a project.

by Meeera Murugesan.

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Let’s get more women into aviation, says AirAsia CEO.

Sunday, March 26th, 2017
PETALING JAYA: Although low-cost carrier AirAsia Bhd and its long-haul sister company AirAsia X Bhd already have quite a number of women on board as pilots and engineers, it wants more.

The two companies have a total of 54 female pilots and 69 female engineers, but they are still actively trying to get more girls interested in pursuing careers in the aviation industry, said AirAsia Bhd chief executive officer Aireen Omar.

“We are working with (educational non-governmental organisation) Teach For Malaysia to bring students to our facility so that they can see what we do, learn about the women in AirAsia, get to experience our simulators, talk to our staff, and actually discover the opportunities available to them,” she said.

However, there was still so much to do to boost the participation of girls in science and technology, she said during her talk at the Women do Wonders (WOW) Talks and Bazaar at SEGi University in Kota Damansara here Sunday.

Aireen also highlighted AirAsia’s conviction that #girlscandoanything, pointing to the all-women crew of AK5110 that flew from Kuala Lumpur to Kota Kinabalu last month.

When she showed a picture and named all the women on that flight, from the pilot and cabin crew to the flight dispatchers and technicians, there was a huge roar of approval from the floor.

“This is actually very common at AirAsia because we believe that all our colleagues, regardless of gender, are capable of anything.

“Everyone comes from such diverse backgrounds, races and nationalities, but we all come together and work together,” she said.

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Sandakan Girls Guides Local Association celebrates World Thinking Day

Monday, February 27th, 2017

SANDAKAN: The Sandakan Girl Guides Local Association celebrated the World Thinking Day at the Girl Guides Headquarters here on Sunday.

The activities held included joint cake cutting by leaders to launch the celebration, seed planting, choir and dance performances, award presentation, carnival and bazaar.

Sandakan Girl Guides Local Association district commissioner, Wong Chien Ha delivered the World Association of Girl Guides and Girl Scouts (WAGGGS) 2017 World Thinking Day message to start off the celebration.

World Thinking Day is celebrated by Girl Guides across the world on Feb 22 each year. It is a day of international friendship and solidarity.

This year’s theme is Grow. We believe that every girl should have the chance to grow, learn and reach her potential. We believe that more girls should be able to be part of the Girl Guide and Girl Scout movement, Wong said.

“We want to grow our World Thinking Day celebration in 2017 and invite more girls and young women to experience what it means to be a part of our movement,” Wong added.

Wong said there are approximately 800 million girls around the world and only 10 million of them are Girl Guides and Girl Scouts. We want to reach even more girls.

World Thinking Day is the perfect opportunity to show the world how amazing it is to be a Girl Guide or Girl Scout and to encourage more young people to get involved, she continued.

“The World Thinking Day 2017 activity pack will help us think about growth in our community. It has been designed to be used throughout the year by our Girl Guide and Girl Scout to help us attract new potential members to meetings and grow our Movement,” Wong said.

Since 1932 World Thinking Day has also been an important opportunity to raise funds to support World WAGGGS across the world.

“The World Thinking Day Fund supports WAGGGS to deliver life-changing opportunities for girls around the world. Donations can help us to grow and reach more girls and young women. In 2017, we invite you to donate to the fund online, through our JustGiving Page, CAF Donate button or,” Wong said.


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