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Integrating a DEI action plan into the overall business strategy, reviewing hiring and promotion processes – find out more from leaders from CFA Institute, Schroders, Moët Hennessy Taiwan, and more.
An inclusive workplace means to empower every individual to be their authentic selves and bring out their best to work, in turn, to drive change to their organisations as well as the wider communities.
While there is a long way to achieve true equity and inclusion, we are all heading in the right direction with the efforts made by everyone.
And the eight leaders we have reached out to for this feature are undoubtedly part of the driving force in this collective endeavour. Let’s hear the approaches and insights shared by CFA Institute, Schroders, Moët Hennessy Taiwan, and more.
Grace Yeung, Senior Director, Exam Development, CFA Institute
We know that we create better teams, communities, and work environments when they are welcoming, safe, and inclusive. A high level of consensus exists that the workforce should be more representative of society as a whole, and, still, we are not there yet. Our research indicates that successful DEI strategies require a committed, trained, and accountable leadership team, with aligned governance structures in place; frequent, informative two-way employee communication; and a DEI action plan embedded in the overall business strategy.
Gopi Mirchandani, Head of North Asia & Head of Strategy, Asia Pacific, Schroders
Over the years I have learnt that inclusive teams make better decisions. We consider individual needs in career development and provide the opportunities for each of our employees to succeed. My hope is to foster a culture that values diversity and provides a sense of belonging for all our employees.
Anita Ho, Director of Major Projects & Pursuits, Aurecon
With over 27 years in the male-dominated engineering industry, I’m pleased to witness a positive shift in women’s status. At Aurecon, our commitment to inclusivity goes beyond rhetoric; it's ingrained in our daily operations. In a diverse field, we prioritise an inclusive workplace, empowering everyone to bring their best selves to work. We emphasise on inclusive language, reject harassment, bullying or discrimination. Actively supporting diverse talents, we ensure respect for individuals from all backgrounds. This dedication isn't just strategic; it's a daily practice transforming our culture, fostering innovation in every project.
Joanne Chien, Head of HR, Moët Hennessy Taiwan
Fostering an inclusive workplace where everyone feels valued and supported has been a priority for me. Such as - whether it's making sure diverse perspectives are heard in meetings, advocating for more representation in leadership roles, providing education or trainings on to build the awareness in order to minimise the bias.
As an HR leader, I have a responsibility to embed inclusion into talent management process. This starts with reviewing our hiring and promotion processes to ensure there is no unconscious bias. I advocate for diverse slates of candidates and balanced interview panels. Our job descriptions use inclusive language, and we remove unnecessary criteria that could deter applicants.
An inclusive culture is a continual process, not a one-time initiative. I still have more to learn but will continue using my influence to promote the values of equity in our workplace.
Andrea Randall, Partner, RPC
At RPC, we have eight DEIB Communities, which are our employee resource groups. Not because we want to put people in boxes but because we feel this is the natural place to start the conversation – with people who feel connected and passionate about a particular strand of DEIB. However, this is just the starting point as we recognise the value of a broader, intersectional approach.
Outside of the Communities, I am also involved in our firm's Reciprocal Mentoring Programme, a two-way mentoring scheme for more junior members and senior executives to come together and discuss common topics of interest related to DEIB and allyship. Through these various conversations, we are learning how conversations can help build a transparent and inclusive environment.
Kristin Hays, Global Chief Communications and Corporate Responsibility Officer, Sabre
We are building a winning culture at Sabre. I believe by cultivating an environment of inclusivity, we are creating the opportunity for everyone to win – and win together. Our inclusion groups, like Women’s Career Network, and Women in Technology group, are at the heart of this effort. We’ve recently launched a new storytelling platform #insidetheshift to empower our team members to share their stories about our culture and all that is happening inside Sabre, including what inclusion really means to them.
Robyn James, Director of Gender and Equity, Asia Pacific, The Nature Conservancy
Inclusion – fundamental to effective conservation – requires intentional leadership.
At The Nature Conservancy, how we drive inclusivity is ensuring we map our initiatives back to concrete metrics. From our diverse field teams to involving underrepresented communities such as women in key conservation decisions, we seek not only protect the planet, but to ensure that the benefits of conservation are shared equitably.
Beyond the field, we are committed to listening to diverse groups across our organisation. We conduct regular people surveys and engage with diverse employee resource groups to build a workplace dedicated to respect for all.
Erica Bourne, Chief People Officer, LSEG
As a working parent, I remember how crucial it was to feel supported during those early months. It’s vital to have a supportive workplace that’s committed to the wellbeing, equity and inclusion of all colleagues. I’m proud that LSEG has set a new global minimum standard of 26 weeks’ fully paid leave for new parents. This offering – in tandem with our other enhanced leave options - will encourage greater shared caring responsibility, drive gender equity and ultimately #inspireinclusion in our industry.
Katherina Park, HR Lead, Asia Pacific and Japan, ESET
ESET is deeply committed to diversity, equity, and inclusion (DEI). Through initiatives such as our DEI council, we champion diversity in hiring and inclusive policies. Personally, I stand behind this ethos whole-heartedly and represent the Singapore office on the council. I aim to #inspireinclusion by actively exchanging best practices with global teams and leading by example. This entails demonstrating openness and respect for differing viewpoints, to create a safe space where everyone feels comfortable sharing their thoughts without fear of judgment.
More articles for HRO's IWD 2024 series: International Women's Day 2024: It's time to #InspireInclusion
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