As we navigate the evolving talent landscape in Southeast Asia, one truth is becoming undeniable: a lack of transparency in hiring isn’t just an annoyance; it is an equity issue.
Indeed’s latest 2026 Southeast Asia Talent Report, which surveyed over 4,300 professionals across Singapore, Malaysia, and the Philippines, reveals that traditional, opaque hiring practices often create unintended barriers for female talent.
Here is what the data tells us women are actively demanding from employers today:
- An End to the “Caregiver Penalty” While caregiving is a shared responsibility, it continues to disproportionately impact working mothers. The data shows that for these professionals, time is a premium they cannot afford to waste on guesswork. Salary opacity acts as a hard gatekeeper.
In Singapore, candidates with children under 12 are the most risk-averse to vague postings, with 30% stating they would “never apply” if a salary isn’t disclosed upfront. Similarly, in Malaysia, 36% of professionals caring for teenagers share this firm reluctance to engage with salary-opaque ads. For working mothers, applying for a job requires knowing immediately if the role can support their family’s financial needs. Hiding the pay simply hides the opportunity.
- Skills Over Pedigree Beyond pay, there is a clear demand for objective evaluation. Traditional hiring often leans heavily on “pedigree”, such as specific university degrees or elite network connections, which can perpetuate systemic biases and disadvantage women who may have taken non-linear career paths.
As one female respondent from the Philippines directly urged employers in the survey: “Be transparent about skills-based hiring instead of pedigree so candidates can decide quickly”. Female candidates want to be evaluated on their actual capabilities and output, rather than outdated metrics.
The Takeaway for Employers
If you want to build a truly inclusive, gender-diverse workforce in 2026, you must start with radical clarity. By publishing salary bands and prioritising skills-based assessments, employers can remove the hidden friction that locks top female talent out of the pipeline. True equity begins with the job description.
Want to learn more about building an equitable, future-ready hiring strategy? Download the full 2026 Southeast Asia Talent Report today.
