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向男性盟友致敬系列02:访谈Garry Sien@Alibaba Cloud

Celebrating Men We Trust: Garry Sien @ Alibaba Cloud

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父亲节快乐Happy Father's Day!

从小到大,我们记忆中父亲的形象都是不善言辞,以行动说话的。我们从他们身上了解到一个无私的领导者与盟友的特质:给予保护、支持、耐心且乐于奉献。
今年六月,Ladies Who Tech向我们生命中的所有父亲与特殊的男性致敬。这些男性作为盟友,致力于与女性建立伙伴关系并挑战使女性处于不利地位的组织结构;推动公司内部的多元化和包容性,同时为战胜社会性别不平等做出巨大贡献。
在接下来的几周中,我们将分享这些男性的故事。他们以身作则成为女性权利的拥护者,以此激励周围的人们也加入挑战性别不平等的旅程。我们很自豪地提名并感谢这些鼓舞人心的男性盟友,同时也很高兴地看到我们并不是在独自战斗。

Growing up, we learned that although our fathers weren't men of many words, their actions spoke volumes. From them, we learned what a selfless leader and ally is like: protective, supportive, patient and always giving.
This June, Ladies Who Tech is honoring all fathers and the special men in our lives, who have been incredible allies committed to building partnerships with women and challenging organizational structures that put women at a disadvantage. These men have driven diversity and inclusion within their companies while contributing significantly to the fight against gender inequality in society.
In the following weeks, we will be sharing the stories of such men – who are leading by example by enlisting themselves as champions of women's rights while inspiring those around them to do the same. We are proud to acknowledge and thank these inspiring male allies, at the same time heartened to see that we aren't alone on this journey.

性别平等应当成为规范与社会常态 Gender equality should be the norm
本周,我们很高兴与阿里云的金融技术与创新区域高级解决方案架构师Garry Sien进行对话。Garry目前常驻香港,负责阿里巴巴云计算部门的产品和金融科技创新,尤其是在构建生态系统和推动市场战略方面,以帮助公司在当今数字经济时代转型。加入阿里云之前,Garry曾是ANZ中国驻上海的技术主管。
“在我从事技术行业的整个职业生涯中,无论当时的我居住在哪个国家或地区,我都很幸运能够加入在性别、种族和年龄普遍多元的团队中。工作场所的性别多样性对我来说这是一直是一种规范。” Garry告诉Ladies Who Tech。
因此,Garry总是有意识地在招聘过程中寻找女性求职者,确保交给他审阅的诸多简历中会有女性候选人。“上一次我要求看到更多来自女性候选人的简历后,我最终选择雇佣的侯选人就是一位女性。在这些简历中我发现了她——她是最匹配我们团队需求且最合适的!” 他分享道。
“保证团队中有女性员工并不仅仅是为了团队形象或人数指标。在我工作过的每一个地方,拥有一个性别更加多样化的团队都显著改善了互动和协作。团队因此考虑了更广泛的因素,并得以采取更全面的方法来提出解决方案。”他说道。
Garry是对的。针对团队行为的相关研究表明,当女性成员增加时,团队的集体智慧会提高。这些团队通过建立有意义的关系和创建成功的工作流程,带来更好的产品、更高的销售和利润,从而表现得更好。
“作为男性,我们的角色是将性别平等视为规范。不要问‘为什么我们需要多样化?’ ,而应当问‘为什么不呢?’”他说。
Garry也是Ladies Who Tech忠实的男性盟友。他经常通过演讲、培训和参与各种小组讨论,包括作为嘉宾参与去年在上海举办的年度大会,为Ladies Who Tech坚持的性别多元化做出贡献。
他提出:“支持关键的多样性议程是理所当然的。我们都需要迈出这一步。”
作为一个6岁和4岁的两个儿子的父亲,Garry非常感激作为全职太太的妻子,他认为他能给家庭提供的最好的支持就是花时间参与到家庭中,随时提供帮助。
他说:“我很幸运,我有一个伟大的妻子,她牺牲了很多来做一位全职母亲。在今天这个总是人们互相联系的世界,说自己很忙是很容易的。但我们不能以此为借口(而忽视家人)。”

his week, we had the pleasure of chatting with Garry Sien, Regional Senior Solutions Architect for Fintech and Innovation at Alibaba Cloud. Based in Hong Kong, Garry is responsible for product and fintech innovation at the cloud computing arm of Alibaba, in particular on building ecosystem and driving market strategies to help companies transform in today's digital economy era. Prior to joining Alibaba Cloud, Garry was most recently ANZ China's Head of Technology based in Shanghai.
"All along my career in the technology profession, I was very fortunate to have been in teams that have been generally diverse in gender, ethnicity and age, regardless of the countries that I have lived in. Gender diversity in the workplace has always been the norm for me," Garry told Ladies Who Tech.
As a result, Garry has always tried to consciously seek out female candidates as part of any hiring process. He made sure that the pile of CVs handed to him for review would include female candidates.
"The last time I requested to see more resumes of female candidates, I ended up hiring a woman. She was the most qualified candidate and the best fit for the team," he said.
"To have female workers in the team isn't just for the sake of appearances or numbers. Everywhere I've worked, having a more gender diverse team significantly improves interaction and collaboration, and we would come up with solutions that take a more holistic approach by considering broader factors," he said.
And Garry is right. Research on group behaviour shows that the collective intelligence of work teams rises when more female members are added. These teams perform better by building meaningful relationships and creating successful work processes, leading to better products and higher sales and profits.
"As men, our role is to treat gender equality as the norm. Don't ask 'why diversity?', ask 'why not?'” he said.
Garry has also been a dedicated male ally to Ladies Who Tech and often contributes to the cause by giving speeches, trainings and contributing at various panel discussions, including last year's Ladies Who Tech convention in Shanghai.
"Supporting this key diversity agenda is a no-brainer. We all need to take this step," he said.
As a father of two boys, aged six and four, Garry is deeply appreciative of his stay-at-home wife and believes the best form of support that he can provide to his family is to be available.
"I am very fortunate to have a great wife who sacrificed a lot to be a full-time mother," he said. "In today's always-connected world, it's very easy to say you're busy. Don't make that your excuse."

中国的多元化与包容性 Diversity and Inclusion in China
据麦肯锡的一项研究估计,到2025年,缩小性别差距将为全球经济增加28万亿美元(约合198万亿元人民币)这一规模的价值,相当于美国和中国GDP的总和。
在中国,多元化和包容性被先行者们所认可,但在实施方面仍处于起步阶段。事实上,根据总部位于上海的咨询机构Constellations,部分机构仅仅因为在西方的总部的要求才开始在中国重视多元化和包容性。
Garry在世界各地的不同城市工作过,他说:“一般来说,西方企业更公开地谈论性别平等与多元化和包容性,更经常地将其与全面的多元化与包容性作为企业政策的一部分。”
“在亚洲地区,性别和多元化与包容性的宣传在本质上不那么正式与自发。宣传多元化与包容性的方法非常不同。”
2005年,第一届亚洲多元化与包容性会议在中国举行,常驻中国的国际企业发表了演讲。来自陶氏化学公司、IBM公司和英国石油公司的代表参加了此次活动。从那以后,许多跨国企业和创新型的中国企业在他们的政策中率先采用了多元化与包容性实践,因为他们逐渐看到并认可了拥有一个更加多样化的文化的优势。
然而,仅仅让企业的CEO在每年在会议上提及性别平衡的重要性是不够的。
第一个常规步骤将是将雇用女性候选人的硬性标准制度化。例如,英特尔上周四宣布,作为其新的多元化目标的一部分,到2030年,公司将把技术职位的女性比例提高至40%,并将高级职位中的女性和少数族裔比例提高一倍。
当然,如果企业真的想要促进性别平等,招聘并不是他们必须改善的唯一问题。多元化与包容性政策的有效实施需要企业内部思维的转变和对人的行为的深刻反思。
这就是企业领导人应当关注的——他们需要将性别平衡的道德重要性与更大的经济利益,作为成功创收业务的不可或缺的组成部分。
他们还应该努力培养企业文化,鼓励员工将意识转化为具体行动,并公开反对有问题的行为。一旦企业建立了一支多元化的员工队伍,这些员工的福祉也应该得到同等的关注,甚至更多。
管理者和员工需要明白,多样性不仅仅是一个需要努力追求的指标;其目的在于创造一个让每个人都有归属感并在自己的岗位上尽最大努力的环境。
“我们需要在企业政策和会议之外,继续进行多元化与包容性的对话。这点对于我们男性来说尤其重要。” Garry说。
建立多元化和包容性的组织没有万能的方法;这不是一次性的活动,也不仅是一年一度的会议。在工作场所推广这些政策是一项持续不断的工作,每一次试错都不是失败,而是学习的经验。
值得明确的底线是,性别平等不是一个“女性问题”。Ladies Who Tech相信教育是赋权女性的引擎,也是女性未来成功的基础。我们希望,通过研讨会、年度大会与各种活动将女性纳入STEM话题中,企业与组织将受到鼓舞进而制定更多包括女性在内的变革政策。
在这个父亲节月,让我们向我们了不起的男性盟友表达我们的感谢之情,他们把为性别平等而战作为自己的职责和优先事项。当我们汇聚在一起、团结一致时,我们将不断挑战现状,并建立一个更美好的、性别平等的世界。

It has been estimated that closing the gender gap would add USD$28 trillion (198 trillion yuan) to the value of the global economy by 2025 – the size of America and China's GDPs combined, according to a study by McKinsey.
In China, diversity and inclusion (D&I) is recognized by pioneers but is still at its infancy stage in terms of implementation. In fact, some organizations only started to place an emphasis on D&I only because their Western headquarters required them to, according to Shanghai-based consulting agency Constellations.
"Generally speaking, Western companies talk about gender equality and D&I more publicly and more often includes gender D&I and overall D&I as part of their policy," Garry said, having worked in different cities across the world.
"In Asia locations, gender and D&I promotion are less formal and organic by nature in terms of its advocacy. The methods of promoting D&I are quite different," he added.
In 2005, the first D&I conference in Asia was held with speakers from international companies based in China. Representatives from Dow Chemical Company, IBM and BP China participated. Since then, many multi-national companies as well as innovative Chinese companies have pioneered D&I practices in their policies as they gradually see the benefits of having a more diverse culture.
However, it isn't enough for the CEO of a company to say gender balance is important once a year in a conference.
First common-sense steps would be institutionalizing hard metrics for hiring female candidates. For example, Intel last Thursday announced it will increase the number of women in technical roles to 40 per cent and double the numbers of women and underrepresented minorities in senior roles by 2030 as part of its new diversity goals.

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