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Bridging the DEI perception gap in Asia-Pacific workplaces
- There exists a disconnect between how leaders and employees perceive progress in DEI efforts in the Asia-Pacific region, according to the DEI Deep Dive Report 2024 by TDC Global.
- Nearly 40% of DEI managers surveyed believe they are making strides in their DEI journey; however, one in five employees feel that their workplace has not even begun addressing DEI.
- Both managers and employees prefer interactive DEI training and in-person support, though employees rate all forms of support as more helpful than managers do, indicating that employees value this assistance more.
- Respondents across Asia-Pacific predict that DEI investment will either remain the same or increase over the next 1-2 years.
- DEI initiatives can start small and do not necessarily have to be monetary investments because improvements in DEI are about getting all the same things done right to benefit the bigger picture.
- DEI initiatives can help with employee retention, operational efficiency, and customer retention.
- Leaders can support their DEI champions by holding themselves accountable through KPIs and making DEI leadership a performance attribute which contributes to monthly KPIs at every level of the organisation.
- DEI in the workplace is about ensuring that every employee has equitable access to a flexible working environment which fits their needs, is inclusive and welcoming, and encourages collaboration no matter their background.
- Organisations in Asia-Pacific region newer to their DEI journey are likely to ramp up investment, and organisations should be vigilant to keep up with changing demands as the DEI landscape across Asia-Pacific is likely to shift at a rapid pace.
- In the long run, organisations that cut DEI investment might face a competitive disadvantage, as DEI is no longer just important—it is a business imperative.
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