'YOU ate, Mom!' my young Gen Z daughters exclaimed, congratulating me on another successful speaking engagement. While my mind initially thought of food, I realized that my children were referring to how well I did, using slang learned from social media.
In the ever-connected world we live in today, it's not only phrases and trends that go viral; the sentiments, ideas and movements that shape today's discourse also gain traction online. Digital platforms hold the power to amplify voices, connect communities and drive change.
My generation navigated the early stages of the digital transformation, but today's generation is fully immersed and has the potential to leverage technology to foster inclusivity and empowerment toward breaking the glass ceiling. As we celebrate women's month, let's acknowledge the progress made and the work we still need to do to connect generations of women, all toward achieving true gender parity and empowerment in the digital age.
Generational divides are an unavoidable and complex issue that we continue to face, both in the workplace and outside it. While it is true that there are fundamental differences in the preferences and outlook of each generation, I believe that finding common ground is the key to bridging this gap.
For example, the training that new hires may undergo in modern organizations often includes a simplified approach on how to deal with these gaps. The differences between generations are laid out using broad generalizations and stereotypes of working habits and motivations, like millennials and Gen Zs being perceived as more financially motivated or more entitled. A McKinsey & Company article titled 'Gen what? Debunking age-based myths about worker preferences' said that 'employees of all ages seem to want the same things from their work experience — with a few important caveats across generations.'
As a leader, I've found that understanding and respecting the diverse perspectives and working styles of different generations is key. For instance, while my generation values traditional work habits and face-to-face interactions, younger generations thrive in a more flexible and digital-first environment. Meeting in the middle may involve a long process, but I'm enjoying the process of connecting with my staff and children and learning something new from them every day — from young employees teaching me how to generate AI prompts that automate tedious administrative tasks to my kids demonstrating how to take the 'Gen Z Selfie.'
I see these generational distinctions as an opportunity to learn from each other, leverage diverse perspectives and create a more inclusive and dynamic world. The responsibility falls on each and every one of us: understanding, empathy and a willingness to connect and find common ground will go a long way. Ultimately, the goal remains the same across all ages: develop a diverse, equitable and inclusive world where everyone feels like they belong.
Achieving gender parity is not a one-time goal but a cumulative effort that spans generations. Each generation builds on the progress made by the previous one, pushing the boundaries further toward true equality.
When I started off as a homegrown employee of P&A Grant Thornton, there were only two female partners, despite the firm's inclusive and welcoming culture. There weren't many discussions on gender parity and women empowerment like there are today, but I was nonetheless able to get the support needed to achieve my dreams of having a family and a fulfilling career. I've seen how the support of women leaders before me paved the way for my own success.
There were moments where I had to compromise because of the need to balance being a wife and mother with work responsibilities. I felt like I wouldn't be able to reach my goal to become a top talent. The turning point was when my daughter got sick: I declined the firm's request that I undergo further studies for career progress because I had to care for her. I figured that I wouldn't be promoted quickly, but had no regrets as family was my top priority. My bosses, however, were very supportive, allowing me to adjust my schedule and attend to my daughter's needs. This is where my advocacy for empowering fellow women blossomed — I thought, 'we don't always have to make sacrifices: if they can, she can too.'
Today's digital world brings out avenues to have these conversations and reach wider audiences. It has also paved the way for hybrid setups that have given opportunities for women to balance work and motherhood, and virtual learning opportunities that encourage them to upskill, no matter where they are. By sharing stories and experiences, we can inspire and support each other, driving collective action toward achieving true gender parity.
The key takeaway from this year's Women in Business report by Grant Thornton International is the need for accelerated action toward gender parity. Despite the Philippines ranking third among respondent countries in terms of women in senior management, Karitha Erikson of GTI said that at the current rate of progress, a young woman starting her career today will be working for more than 25 years before she can expect to work at a firm with gender parity in top roles.
As both a mother and a woman leader, the thought that my daughters and future generations of women could still face significant barriers to achieving gender parity strengthens my resolve to advocate and drive meaningful change. It is our collective responsibility to ensure that the progress we make today paves the way for a more equitable and inclusive future for all women.
Gender parity has always been a moving target, but remember that parity doesn't necessarily mean a 50/50 or 60/40 split; it's defined by each company. Each firm must set its own targets; it's about fostering a culture of inclusion and representation beyond the numbers. Developing that culture and crafting policies that protect and support women is crucial.
I'd also like to highlight that the fulfillment of a woman is all about achieving a balance between personal and professional life. Today, thanks to the digital landscape, every generation can utilize social media to inspire women that working, nurturing your family and having work-life integration can be done.
Platforms where women, both young and experienced, can engage in discourse are essential. Coaching and mentoring new women leaders are things I started in the office. These can be done nowadays through digitalization, allowing us to support women wherever they may be. We must use these platforms to our advantage.
To all aspiring female leaders, remember that your journey is unique and valuable. Embrace the challenges, seek out mentors, and leverage the power of technology to connect, learn and inspire. Generational gaps will always exist, but the fight for diversity, equity, inclusion, belongingness and parity is universal. Together, we can create a future where women are empowered to lead and make a difference.

Mai Sigue-Bisnar is a partner for advisory services and the brand and communications and business development leader at P&A Grant Thornton. One of the leading audit, tax, advisory and outsourcing firms in the Philippines, P&A Grant Thornton is composed of 29 partners and 1,500 staff members. We'd like to hear from you! Connect with us on LinkedIn, like us on Facebook at P&A Grant Thornton and email your comments to business.development@ph.gt.com. For more information, visit our website at www.grantthornton.com.ph.