“Encouraging women to seek out male sponsors, in addition to or as opposed to female sponsors, is a strategic approach to career development, especially in industries or organisations where leadership and decision-making roles are predominantly held by men,” says Balasingam. “Male sponsors can provide unique perspectives, access to different networks, and opportunities that might not be available otherwise. Their endorsement can also be a powerful statement in environments where gender diversity in leadership is still evolving. Furthermore, male sponsors can play a critical role in challenging and changing the status quo, promoting gender diversity by advocating for talented women within the organisation.”

The three women launched Walk The Talk, an initiative which took place in Singapore in the early morning of March 8. It brought together around 100 top male C-suite leaders, hailing from companies including Singtel, Capella Group and Gojek, with more than 200 women for a morning walk around Marina Bay during which top male leaders directly engaged with women in this unconventional setting.

“I was drawn to this event because I find the format rather unusual and interesting. I like the casual setup of chatting while taking a walk. It seems like a rather conducive way to discuss the challenges and aspirations of these working women,” says Tian Chong Ng, CEO of Singtel, who was taking part in the event. “I’ve always believed that men play an important role in bridging the gender divide at workplaces. This event is also an opportunity for me to gain insights from these women from different backgrounds so I can work on any unconscious biases I might have, and even find ways to implement measures that prevent such issues from arising in my own organisation.”

Walk The Talk was an effort to break down barriers, dispel stereotypes and create a culture of active support. It’s key that men commit to providing tangible support for women’s career advancement. And it’s not only to the benefit of the women, but can also provide growth opportunities to male leaders and drive the sustainability and success of organisations. But what could active sponsorship look like? 

“This can be multi-faceted,” says Bjorn Engelhardt, vice president at Forcepoint APAC, who also took part in Walk The Talk. “There are those small, sometimes unrecognisable moments that either you or others might not notice. For example, a subtle encouragement for one of the women on your team to take on a project or initiative that may be on offer. On a more structural level I’ve personally committed to have a career planning discussion with every woman in my organisation at least once this year.”

Active sponsorship can also include offering guidance and advice and providing constructive feedback and support for professional growth and development; highlighting and seeking out opportunities for greater visibility for women or where they can showcase their talent and skills; fostering an inclusive environment where different perspectives are valued; and advocating for women when it comes to new projects, pay rises and promotions. To be most effective, sponsorship should also be a long-term commitment that involves ongoing support and advocacy on the part of the champion. 

“If you find yourself with the privilege of a seat at the table, remember, that seat comes with a profound responsibility to use your voice, not just for your own benefit, but to uplift and champion others,” says Balasingam. “If you recognise talent and potential in someone, particularly in women who might not have the same opportunities to be heard, it's not just an opportunity but a duty to use your influence on their behalf. When you encounter someone worthy of your endorsement, don't hesitate to invest your currency in their success. The true power of leadership is not just in accumulating authority and respect for oneself, but in the ability to distribute it, to amplify voices that might otherwise go unheard. Your voice is the most potent tool you possess for creating change.”

Ng adds: “Developing women is not a task to be managed by women. At work, we need to be supportive and pull women into conversations; give them opportunities to weigh in and share their views—only then can we remove the unseen barriers and create a more inclusive environment where they can thrive.”

• Identify influential leaders: Target those who are committed to driving diversity and capable of facilitating career growth
• Showcase your value: Highlight your achievements and align them with organisational goals to catch potential sponsors' attention
• Build trust: Develop relationships with potential sponsors through meaningful engagement and by demonstrating your commitment to the organisation's success
• Communicate your goals: Clearly articulate your career aspirations and how their sponsorship could assist with achieving them
• Ask directly: If necessary, directly request sponsorship, explaining why their support is pivotal
• Pursue development: Engage in activities that enhance your skills and visibility within your professional community
• Network strategically: Utilise industry events and conferences to broaden your exposure and potential sponsorship opportunities

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