Gender equality is not something an organization achieves through a statement alone. It is reflected in who has access to opportunities, how people are supported throughout their careers, how decisions are made, and how progress is measured over time.

We are delighted to announce that, in September 2026, CodeLink became a signatory to the Women’s Empowerment Principles (WEPs), strengthening our commitment to advancing workplace gender equality across our organization and the wider community.

As a technology company, we want women not only to be represented in our industry, but to have the opportunity, support, and visibility to grow, lead, and shape what gets built. Advancing gender equality in technology means looking at the systems that influence those opportunities over time.

Gender Equality In Tech Requires Systems, Not Just Intent

Good intentions matter, but they do not automatically create equal opportunities.

A company can believe strongly in gender equality while still needing to examine the systems around recruitment, career progression, compensation, learning opportunities, caregiving, leadership, and workplace culture.

That is why we have developed a Gender Action Plan structured around the seven WEPs principles.

The plan gives us a framework for looking at both what we already do and where our practices can become stronger. Instead of treating gender equality as a standalone HR initiative, it connects the topic to areas including leadership, employee development, well-being, company communications, community engagement, and organizational reporting.

The goal is not simply to say that people have equal opportunities. Over time, we want to be able to demonstrate that our systems support them.

Creating Clear and Fair Opportunities to Grow

Career equality begins with visibility.

Employees should be able to understand what is expected of them, how they can progress, and what opportunities are available without those expectations changing according to gender.

At CodeLink, hiring, promotion, compensation, and development decisions are based on merit, supported by an equal opportunity approach across the employment lifecycle.

Our career growth framework also sets out progression levels and behavioral expectations so employees can understand the criteria for advancement in advance.

The same principle extends to learning.

Employees have access to an annual learning budget after probation, alongside development pathways that can include technical learning, professional certifications, leadership development, English communication, internal knowledge sharing and mentorship.

Making an opportunity available, however, is only one part of the equation. As our gender equality work develops, we also want to understand whether opportunities are being accessed equitably.

Supporting People Through Different Stages of Life

Equal opportunity also depends on recognizing that careers do not happen separately from life outside work.

Caregiving responsibilities, parenthood and other personal circumstances can affect how and when people are able to work. Workplace flexibility therefore has an important role in enabling employees to continue contributing without requiring everyone to follow exactly the same path.

CodeLink provides flexible working arrangements across the company, alongside documented parental support and return-to-work considerations.

The principle behind these practices is important: support should help people remain connected to meaningful work and career opportunities rather than unintentionally limiting them.

For someone returning after an extended period of leave, for example, the question should not only be how to make the transition easier. It should also be how to maintain technical development, access to visible work, and long-term progression.

That requires conversations with individuals rather than assumptions about what they can or cannot take on.

Making Leadership and Accountability Part of the Commitment

Gender equality cannot sit with one team alone.

CodeLink’s WEPs commitment is connected to our broader ESG governance, with management-level accountability and recurring review.

Policies and initiatives can be useful individually, but long-term improvement requires organizations to examine patterns across multiple areas and revisit them over time.

Our Gender Action Plan therefore includes further work around areas such as:

• reviewing gender equality indicators

• examining access to learning and professional development

• strengthening reporting around career progression

• reviewing equitable compensation across comparable roles

• continuing to assess workplace policies through a gender lens

• incorporating relevant indicators into recurring management review

The purpose of measurement is not to reduce inclusion to a dashboard. It is to test whether what an organization believes about itself is reflected in what employees actually experience.

Looking Beyond Our Own Workplace

The Women’s Empowerment Principles extend beyond internal policies. They also ask companies to think about their influence in the marketplace and community.

For CodeLink, that creates an important question: how can a technology company contribute to a stronger pathway for more women to enter and progress in software engineering?

As part of our Gender Action Plan, we intend to explore opportunities to support women entering software engineering in Vietnam. Our role is therefore not simply to advocate for more women in technology, but to consider where our capabilities, people and partnerships can contribute constructively.

A Commitment That Has to Keep Evolving

There is no single policy that creates gender equality.

It comes from many connected decisions: how organizations hire, how opportunities are allocated, how people develop, how flexibility works, whose voices are heard, and whether leadership is willing to examine the results.

Joining the Women’s Empowerment Principles gives CodeLink a shared framework for continuing that work.

Our aim is to keep building an environment where people have a fair opportunity to contribute, develop and lead, and where we are prepared to measure our progress rather than simply assume it.

CodeLink

Founded in 2016

We partner with enterprises and institutions to turn complex technology challenges into reliable digital systems through expert software engineering, AI implementation, and disciplined delivery.