This image, created by Blue Willow, depicts a generic office discussion. The artist was not given specific genders for those sitting or standing.
Recent LinkedIn data from Australia, India, and Singapore reveals a significant lack of female leadership in the Asia-Pacific region.
For example, women make up almost half of Australia’s workforce but only hold 35% of leadership roles. This figure has remained stagnant since 2020. India (23%) and Singapore (38%) show similar imbalances. The hiring rate of women in leadership positions over the past five years also remains low: Australia rose from 38% in 2020 to 41% in 2024; India dropped slightly from 24% in 2020 to 23% in 2024; and Singapore increased from 35% in 2020 to 38% in 2024.
However, a recent LinkedIn survey of Asia-Pacific hiring managers suggests potential progress. The survey indicates a growing trend towards policies that promote internal mobility, career development, and flexible work arrangements.
While both male and female leaders support these progressive policies, female leaders are demonstrating stronger advocacy. Looking ahead, 54% of female leaders plan to prioritize career advancement and skill development, compared to 51% of male leaders. Similarly, 54% of female leaders prioritize internal mobility, compared to 45% of male leaders; 50% advocate for flexible working policies, compared to 46% of male leaders; and 38% believe personalized flexible work arrangements are more attractive to employees, compared to 31% of male leaders.
Furthermore, 51% of female leaders are committed to prioritizing career progression for employees, compared to 49% of male leaders, while 49% of female leaders emphasize the importance of flexible work arrangements, compared to 45% of male leaders. In China, 20% of female leaders find fully remote work arrangements based on personal preferences more appealing to employees, compared to only 5% of male leaders.
Feon Ang, LinkedIn’s APAC Managing Director, commented on the findings, saying, “The lack of progress in female representation in leadership positions over the last five years in Australia, India, and Singapore is disappointing. While there has been some improvement in the share of women being hired into leadership roles, there is still much work to be done. However, there is reason for optimism, as female leaders are more likely to advocate for career advancement, internal mobility, and flexible work arrangements, which can benefit other women seeking to progress in their careers or balance professional and personal responsibilities. I believe these initiatives have the potential to shift the needle in terms of female representation in the workforce.”
Beyond leadership, LinkedIn’s research also identified the top five skills sought by hiring managers in the Asia-Pacific region. These skills highlight the growing importance of both technical and soft skills: problem-solving abilities (35%), communication skills (27%), critical thinking (25%), AI skills (19%), and IT and web skills (17%).
LinkedIn notes that over the past eight years, both genders have increased the number of soft skills listed on their profiles. However, women have shown a faster rate of growth. This has resulted in a widening gender gap, with women holding a 3 percentage point advantage over men in soft skills representation in 2024, compared to a 1.5 percentage point advantage in 2016. This trend is consistent across 70 countries.
LinkedIn suggests that shifting from a traditional experience-based hiring model to one that prioritizes skills could lead to greater representation of women in traditionally under-represented roles. This shift, the company claims, could potentially expand the pool of eligible female candidates by 24% globally compared to men.