Interview 
 

Interview

‘We strive to create a workplace culture where every individual feels valued.’

Sharmeen Niaz, Head of MGN Pakistan, talks to SouthAsia in this exclusive interview.

September 2023

In recent years, Pakistan’s HR landscape has witnessed a remarkable transformation, with a greater focus on employee well-being, diversity, and inclusion. SouthAsia Magazine sat down with Sharmeen Niaz, Head of MGN Pakistan, to delve into this evolving landscape and understand the role of organizations in driving positive change. Sharmeen shared MGN’s initiatives and strategies to shape the future of HR in Pakistan and create an inclusive work environment that fosters growth, innovation, and empowerment.

How has the remote working model influenced the work culture and productivity at MGN Pakistan?

The remote working model has had a transformative impact on the work culture and productivity at MGN Pakistan. It has provided our employees with flexibility, resulting in increased job satisfaction and work-life balance. Our teams have adapted well to remote collaboration tools, ensuring seamless communication and efficient workflow. This model has also allowed us to tap into talent from different regions, enabling diversity and enriching our collective knowledge base.

What initiatives has MGN Pakistan taken to promote diversity and inclusion in the workplace, particularly for women in banking?

At MGN Pakistan, we are deeply committed to fostering diversity and inclusion in the workplace, especially in the field of banking. We have implemented a range of initiatives to empower women and create an inclusive environment. With our increased focus on D&I, we have aimed to provide equal opportunities, mentorship, and professional development for women in the banking sector. We actively promote gender diversity in recruitment, ensuring a fair and unbiased selection process. Additionally, we provide leadership development programs, networking opportunities, and forums for knowledge sharing to support the career growth of women professionals in banking. By breaking barriers and challenging stereotypes, we strive to create a workplace culture where every individual feels valued and can thrive.

Our commitment extends to working mothers. The flexibility of working from home enables them to balance family and career. Our maternity benefits rank among the industry’s best, ensuring comprehensive support for mothers in the workplace.

Could you share insights into MGN Pakistan’s returnship program for women and its impact on career comeback opportunities?

Mashreq has recently launched ‘Reignite’, its new Returning Women programme globally for female professionals wishing to resume their careers after a break. The programme is suitable for any woman that has the right skill set and is looking to rejoin the workforce right from junior to senior level associates. It is applicable to qualified women who have taken a hiatus of at least 12 months from full-time employment because of maternity, elderly care, family responsibilities, or pursuing higher studies, hobbies, or other personal priorities.

We have charted a well-structured return-to-work plan for women at all levels with a focus on training, mentoring, and upskilling the participants so that they can competently take on their prior job responsibilities. At MGN Pakistan, we are passionate about women’s empowerment, and the ‘Reignite’ programme is an integral part of our ongoing efforts in this space.


How does MGN Pakistan effectively manage and leverage its distributed workforce for optimal performance and collaboration?

Effectively managing and leveraging our distributed workforce is a priority at MGN Pakistan. We have implemented robust systems and technologies to ensure seamless communication and collaboration across teams. Regular virtual meetings, project management tools, and shared workspaces facilitate real-time information sharing and coordination. Our managers are trained to lead remote teams and foster a culture of trust, accountability, and transparency. By leveraging the strengths of our distributed workforce, we have achieved optimal performance, productivity, and efficient project delivery.

What differentiates MGN Pakistan’s work culture and employee engagement practices from other organizations in the industry?

MGN Pakistan’s distinctive essence lies in its people-centric ethos, an exemplar of work culture and employee engagement. Operating on a 100% remote working model, we uphold the principle of OneMashreq, fostering our company culture across all locations. Our commitment to employee well-being, growth, and development stands paramount. In our open and inclusive milieu, creativity, innovation, and collaboration thrive. Regular channels for feedback, employee recognition programs, and avenues for skill enhancement further enrich our environment. We advocate a culture of perpetual learning, where our employees embrace their professional growth and contribute purposefully to our organization’s triumph. To ensure inclusivity, we conduct Global Induction training and Culture journey workshops, aligning our teams with OneMashreq’s ethos.

We offer leadership development programs, skill-building workshops, and sponsorship programs to nurture women leaders within the organization.

In your opinion, what are the key HR trends currently observed in Pakistan, and how is MGN Pakistan adapting to them?

In Pakistan’s dynamic HR landscape, prominent trends encompass a heightened focus on employee well-being, adaptable work arrangements, and digital transformation. At MGN Pakistan, we’re proactively responding by investing in our workforce, facilitating flexible work schedules, and harnessing technology for amplified productivity. Beyond this, we acknowledge the significance of work-life equilibrium, diligently cultivating an environment that bolsters our employees’ mental and physical health. Our HR strategies remain aligned with emerging trends, underscoring our commitment to progressive people-centric endeavors.
Simultaneously, we’re unceasingly dedicated to furnishing appealing benefits to our employees, enabling them to navigate the prevailing economic challenges in Pakistan.

Could you shed light on MGN Pakistan’s initiatives and programs supporting women’s career progression and empowerment?

MGN Pakistan has implemented several initiatives and programs to support women’s career progression and empowerment. Our Ashriqi initiative provides a platform for networking, mentoring, and professional development opportunities. We offer leadership development programs, skill-building workshops, and sponsorship programs to nurture women leaders within the organization. We actively promote gender diversity in recruitment and ensure equal opportunities for career growth. By cultivating a supportive ecosystem, we empower women to excel in their careers and contribute to the success of MGN Pakistan. All these initiatives have made MGN a truly diverse organization with 44% women employees and we are well on track to achieve a 50% diversity ratio by 2024 end.

How do global capability centers contribute to MGN Pakistan’s growth and success in the Pakistani market?

Global Capability Centers (GCCs) play a crucial role in MGN Pakistan’s growth and success in the Pakistani market. These centers enable us to tap into global expertise, leverage best practices, and enhance our operational efficiency. By establishing GCCs, we bring international standards, technologies, and processes to the local market. This creates a competitive advantage as we combine global knowledge with a deep understanding of the local landscape. The GCCs also contribute to talent development and skill enhancement, fostering a culture of continuous learning and innovation within MGN Pakistan.

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