“Companies need to design positive conditions for women to operate and thrive. If you have this in mind, the corporate culture follows.

At Ctrip we pay a lot of attention to identifying where female staff are in the company pipeline, and make sure we have policies that fully support them.

We also make sure that women in top management positions are positive role models who can help other women in their teams become better leaders.

Having role models also removes any self-doubt that women may have, and that can hinder the company’s path to gender diversity. It’s important to ensure that everyone – both men and women – see the value and benefits of diversity.

Giving women the opportunity to take up top roles helps. I myself was given the opportunity to take on key positions and leadership roles at Ctrip, first as CFO, then as COO, and eventually CEO.

In this position, I’m fully committed to ensuring a greater female presence. Today, Ctrip’s female employee base is over 50 per cent and we do our best to foster an environment where they realise their full potential.

In addition to flexible working policies, the company gifts A$1,500 to new mothers, offers free taxi rides to pregnant workers and holds summer camps at its headquarters for staff with preschool-aged kids. We also invest in mentorship and in enabling career continuation after maternity leave.

In addition to flexible working policies, the company gifts A$1,500 to new mothers, offers free taxi rides to pregnant workers and holds summer camps at its headquarters for staff with preschool-aged kids.

The participation and advancement of women is not just an aspiration, but imperative for good business.

Gender parity in leadership helps companies to gain greater access to productivity and resources. From being better at building relationships, to taking initiatives, and playing a bigger role in communication and collaboration – it helps to sustain an environment that is positive, inclusive and dynamic.”