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Integrate DEI action plans into overall business strategy and review hiring and promotion processes – learn more from leaders at CFA Institute, Schroders, Moët Hennessy Taiwan and more.
An inclusive workplace means empowering everyone to be their authentic selves and bring their best at work, driving change within the organization and the wider community.
Although there is still a long way to go to achieve true equity and inclusion, with everyone’s efforts, we are all moving in the right direction.
The eight leaders we connected with for this feature are certainly part of the driving force of this collective effort. Let’s listen to the methods and insights shared by organizations such as CFA Institute, Schroders, and Moët Hennessy Taiwan.
Grace Yeung, Senior Director of Exam Development, CFA Institute
We know we create better teams, communities and work environments when they are welcoming, safe and inclusive. There is widespread agreement that the workforce should be more representative of society as a whole, but we are not yet there. Our research shows that a successful DEI strategy requires a committed, well-trained and accountable leadership team with a consistent governance structure; frequent, informative two-way employee communications; and a DEI action plan embedded in the overall business strategy.
Gopi Mirchandani, Head of North Asia and Head of Asia Pacific Strategy at Schroders
Over the years, I’ve learned that inclusive teams make better decisions. We consider individual career development needs and provide every employee with the opportunity to succeed. My hope is to foster a culture that values diversity and provides all employees with a sense of belonging.
Anita Ho, Director of Major Projects and Pursuits at Aurecon
I have worked in the male-dominated engineering industry for over 27 years and am delighted to witness the positive changes in the status of women. At Aurecon, our commitment to inclusion goes beyond words; it is embedded in our daily operations. At Diversity, we prioritize an inclusive workplace where everyone can bring their best self to work. We emphasize inclusive language and reject harassment, bullying or discrimination. We actively support diverse talent and ensure respect for individuals from diverse backgrounds. This dedication is not just strategic; It’s the daily practice that changes our culture and drives innovation on every project.
Joanne Chien, Head of Human Resources, Moet Hennessy Taiwan
Fostering an inclusive workplace where everyone feels valued and supported has always been a priority for me. For example, whether ensuring diverse perspectives are heard in meetings, advocating for greater representation in leadership roles, providing education or training to build awareness to minimize bias.
As an HR leader, it is my responsibility to embed inclusivity into the talent management process. This starts with reviewing our recruitment and promotion processes to ensure there are no unconscious biases. I advocate for diverse candidate slates and balanced interview panels. Our job descriptions use inclusive language, and we’ve removed unnecessary criteria that might deter applicants.
An inclusive culture is an ongoing process, not a one-time initiative. I still have more to learn, but I will continue to use my influence to promote equitable values in the 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 a box, but because we feel this is a natural place to start a conversation – with people who feel connected to and passionate about specific areas of DEIB. However, this is only the starting point for us to recognize the value of a broader cross-sector approach.
Outside of the community, I am also involved in our company’s Reciprocal Mentoring Program, a two-way mentoring program that brings more junior members and senior executives together to discuss topics of mutual interest related to DEIB and the Alliance . Through these diverse conversations, we are learning how dialogue can help build a transparent and inclusive environment.
Kristin Hays, Global Chief Communications and Corporate Responsibility Officer, Saber
We’re building a winning culture at Saber. I believe that by cultivating an inclusive environment, we are creating opportunities for everyone to win—and win together. Our inclusion groups, such as the Women’s Career Network and Women in Technology, are at the heart of this work. We recently launched #insidetheshift, a new storytelling platform that allows our team members to share their stories about our culture and what’s going on within Saber, including what inclusion really means to them.
Robyn James, Director of Gender and Equity, Asia Pacific, The Nature Conservancy
Inclusion – the foundation of effective conservation – requires conscious leadership.
At The Nature Conservancy, the way we drive inclusion is by making sure we follow through on specific metrics. From our diverse field teams to engaging underrepresented communities like women in critical conservation decisions, we not only seek to protect the planet but ensure the benefits of conservation are equitably shared.
Beyond the field, we are also committed to listening to the views of different groups within the organization. We conduct regular people surveys and work with diverse employee resource groups to build a workplace committed to treating everyone with respect.
Erica Bourne, Chief People Officer, London Stock Exchange Group
As a working parent, I remember how important it is to feel supported in those first few months. Having a supportive workplace that is committed to the well-being, equity, and inclusion of all colleagues is critical. I’m proud that LSEG has set a new global minimum standard of 26 weeks of paid leave for new parents. This service, combined with our other enhanced leave options, will encourage greater shared care responsibilities, drive gender equality and ultimately #inspireinclusion in our industry.
Katherina Park, Head of Human Resources, 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 inclusion policies. Personally, I wholeheartedly support this ethos and represent the Singapore office on the Board of Governors. My goal is to #inspireinclusion by actively communicating best practices with the global team and leading by example. This requires showing openness and respect for different perspectives to create a safe space where everyone can feel comfortable sharing their thoughts without fear of being judged.
More articles from HRO’s IWD 2024 series: International Women’s Day 2024: It’s time to #InspireInclusion
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