Building Inclusive Workplaces for Vietnamese Women: Strategies Beyond October 20

Building Inclusive Workplaces for Vietnamese Women: Strategies Beyond October 20

Every year on October 20, Vietnam celebrates Vietnamese Women’s Day, honouring the strength and contributions of women across society. While the day is filled with flowers, tributes, and appreciation, it also serves as a reminder for businesses: inclusion must extend far beyond symbolic recognition.

In a rapidly changing economy, companies that prioritise gender diversity, flexible work, and leadership opportunities for women enjoy stronger performance, higher retention, and improved innovation. As organisations plan for 2026 and beyond, Vietnamese Women’s Day should inspire leaders to take practical steps toward building truly inclusive workplaces.

Why Inclusion for Women Matters in Vietnam

Vietnam’s workforce is one of the most gender-balanced in Asia. According to the International Labour Organization (ILO), women make up nearly 48% of Vietnam’s labour force — higher than regional averages. Yet gaps remain:

• Leadership Representation: Only 27% of managerial roles in Vietnam are held by women (World Bank, 2024).

• Wage Gap: On average, Vietnamese women earn 13–15% less than men for equivalent roles (UNDP, 2024).

• Post-COVID Challenges: A 2025 survey by the Vietnam Chamber of Commerce and Industry (VCCI) revealed that 62% of women workers struggle with work-life balance due to caregiving responsibilities.

These statistics show both progress and opportunity. Companies that go beyond compliance and actively foster inclusivity can unlock untapped talent and resilience.

Practical Strategies for Inclusive Workplaces

1. Rethink Recruitment Practices

• Gender diversity begins at the hiring stage. Companies should:

• Use gender-neutral language in job postings.

• Set targets to increase the number of women shortlisted for senior roles.

• Partner with universities and networks that support female graduates in STEM and business.

Why it matters: McKinsey’s global research shows that companies in the top quartile for gender diversity are 25% more likely to outperform financially.

2. Enable Flexible Work Policies

• Flexible schedules and hybrid models are no longer perks — they are necessities.

• Allow remote or hybrid work options, especially for working mothers.

• Offer part-time or phased-return programs for women returning from maternity leave.

• Introduce family-support benefits, such as childcare subsidies or eldercare leave.

Why it matters: A 2024 Deloitte study found that 83% of Vietnamese women under 35 said flexibility is the top factor when choosing an employer.

3. Invest in Women’s Leadership Development

• Representation in leadership roles doesn’t happen by chance.

• Create mentorship programs pairing senior leaders with high-potential women.

• Provide leadership training tailored for women, with a focus on confidence-building and negotiation.

• Encourage sponsorship, where executives actively advocate for women’s promotions.

Why it matters: Companies with more than 30% women leaders outperform peers by 12% in profitability (Credit Suisse Gender 3000 report).

4. Build a Culture of Equity and Respect

• Policies mean little if culture doesn’t reinforce them.

• Establish zero-tolerance policies on harassment and bias.

• Create anonymous reporting channels for workplace misconduct.

• Celebrate achievements of female employees beyond October 20.

Why it matters: A positive, inclusive culture reduces turnover and boosts employer branding in Vietnam’s competitive job market.

5. Measure Progress with Data

Inclusion must be measured to be managed. Companies should:

• Track gender ratios across departments and seniority levels.

• Monitor promotion, pay rise, and retention data by gender.

• Publish internal progress reports to hold leadership accountable.

Case in Point: Vietnamese Women Leading Change

Vietnam has seen a steady rise of female entrepreneurs and CEOs in retail, banking, and technology. For example, women-led SMEs now account for over 25% of all registered businesses in Vietnam (MPI, 2025). Their stories prove that when barriers are removed, women don’t just participate — they lead and transform industries.

FAQs: Vietnamese Women’s Day and Workplace Inclusion

Q1: Why is October 20 important in Vietnam?

It is Vietnamese Women’s Day, a national celebration of women’s roles in family, work, and society.

Q2: How does gender diversity benefit businesses?

Gender-diverse companies have stronger financial performance, improved decision-making, and better innovation outcomes.

Q3: What challenges do Vietnamese women face at work?

Key challenges include leadership underrepresentation, wage gaps, and limited access to flexible work options.

Q4: What practical steps can HR leaders take?

Adopt gender-neutral hiring, implement flexible work policies, and actively invest in women’s leadership development.

Conclusion: Moving Beyond Symbolism

Vietnamese Women’s Day is an opportunity for reflection — but true inclusion requires year-round commitment. By embedding inclusive practices into hiring, leadership development, and culture, companies can unlock the full potential of Vietnam’s workforce.

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References

• International Labour Organization (ILO), Vietnam Labour Force Data, 2024.

• World Bank, Vietnam Gender Data Portal, 2024.

• UNDP Vietnam, Gender Equality Report, 2024.

• VCCI Workforce Balance Survey, 2025.

• Deloitte Millennial and Gen Z Survey – Vietnam Insights, 2024.

• Credit Suisse Gender 3000 Report, 2024.

• Ministry of Planning and Investment (MPI), Vietnam Enterprise Statistics, 2025.