Inspiring Business Women in Asia: Charlotte Thng

Adam Solomons • 13 July 2018

Charlotte Thng, Head of Human Resources, has worked in senior country and global HR roles for Standard Chartered Bank over the past 14 years, following a decade of HR leadership experience in the IT industry.


She’s responsible for implementing strategic human resource initiatives to attract and develop talent; build an agile, efficient and diverse organisation; and nurture a best-in-class culture, in partnership with the management team and other key stakeholders in the country.

Charlotte, what has been your experience of balancing a successful career in banking with your life outside of the workplace?


My role is demanding, but as I am married with three children it is important that I balance my work and home life by being disciplined, setting priorities and sticking to a structured timetable! It also helps if you do something you love as a career – I started out as a trader following my Banking & Finance degree, but I quickly realised that it wasn’t where my passion lay, so I reskilled in HR. Although I knew I could be successful as a trader, my purpose in life was to interact with people and make a difference.

What are some of the barriers you think the industry faces in achieving a truly diverse workforce?


We have an unconscious bias embedded in our society that makes changing a traditionally male industry a huge challenge. So, at a grassroots level, there is a lack of interest from young women in banking, particularly for technology roles, probably not helped by their parents’ stereotypical beliefs about what constitutes a suitable career for women.


This bias is most prevalent at the interviewing and promotion stages and all leaders need to come together to change that. In this climate, women also tend to struggle to position themselves and shout about their achievements.

Can you share some of the initiatives Standard Chartered has done to empower female employees? What have you found works best?


There have been some significant steps forward at the bank – with a strategy across the three pillars - Processes, Learning Opportunities and Leadership – to ensure a positive environment for females to join, succeed and return.


We have tightened up our hiring process, which includes maintaining a percentage of suitable female candidates in every shortlist of banded roles. We also have a strong relevant candidate pool of ‘return to work mothers’. I left the bank for four years and successfully returned because my boss was willing to retrain me and invest in me as a female leader.


Mentoring is a core part of our strategy and also something that I have personally benefited from. It covers not only mentoring for high potential females in the bank, but also all leaders on unconscious bias and how to understand the wellbeing of all staff.

We must be doing something right because the country management team at Standard Chartered in Singapore is over 40% female!

How could the Banking & Financial Services industry collaborate better to increase the number of senior female employees in male dominated positions?


We need people to take the lead and create a forum for honest discussion with expertise from different bodies, such as our recruitment partners. It must be a collaborative approach between both men and women – the day we have a panel discussion that is 50% male would be a big milestone! As an industry, we have a responsibility to create internal learning opportunities for staff. For example, Standard Chartered Bank offers a new reskilling opportunity at least every two years for all staff.

Finally, do you have any advice for leaders who want to create a more diverse and inclusive culture or for future female leaders in the industry?


Leaders must walk the talk. It’s not just about policies and processes or token females in roles, but a genuine positive representation of diverse talent. And to the future female leaders – be yourself, be bold, be comfortable with re-learning and be humble. But know that the sky is the limit!

Cell and Gene Therapy: The Talent Challenge Defining the Next Decade
by Tina Ledger 2 July 2025
Cell and Gene Therapy: The Talent Challenge Defining the Next Decade
Project RPO, SOW, and MSP: choosing the right workforce strategy for your business
by Tina Ledger 19 June 2025
Project RPO, SOW, and MSP: choosing the right workforce strategy for your business
Doing More with Less – The GC Challenge of 2025
by Tina Ledger 12 June 2025
Doing More with Less – The GC Challenge of 2025
Empowering Women in the workplace: A conversation with Sasha Mauu
by Tina Ledger 9 June 2025
Empowering Women in the workplace: A conversation with Sasha Mauu
How SOW solutions drive project success
by Tina Ledger 19 May 2025
How SOW solutions drive project success
How Project RPO can solve your biggest recruitment challenges
by Tina Ledger 12 May 2025
How Project RPO can solve your biggest recruitment challenges
The rise of skills-based hiring
by Tina Ledger 7 May 2025
The rise of skills-based hiring
by Tina Ledger 28 April 2025
How AI is reshaping workforce management and how we can help you stay ahead
by Tina Ledger 27 March 2025
We're back! We're thrilled to announce the return of our interview series, Women in Law, where we shine a spotlight on the extraordinary women making waves in the legal world. Join us as we delve into their journeys, explore their challenges and triumphs and celebrate their remarkable achievements.
by Charlie Sell 25 March 2025
There’s a quiet revolution happening in the legal sector, and AI and data are powering it.
More posts