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HRM Asia
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Building a diverse and inclusive future starts from the top
- DE&I remains essential for growth, and organisations that overlook its importance risk damaging their brand reputation, losing talent, and underperforming in the market.
- Only 22% of organisations say their DE&I efforts are contributing to their business success “to a large extent” today.
- Leadership teams must integrate DE&I into the organisation’s overall business strategy, setting clear expectations for leadership and establishing metrics to track progress.
- Leaders should also build structures that facilitate learning and collaboration, fostering a culture of collaboration and trust by prioritising people in the DE&I strategies.
- Global organisations must adopt a more customised approach to talent management, driving both global and local success.
- To close the gender gap, C-suite leaders can facilitate this commitment by implementing mentorship and training programmes to help women leaders advance in their careers.
- Implementing DE&I initiatives not only creates a great workplace culture but also impacts business outcomes.
- True inclusion goes beyond compliance; it involves making DE&I a part of everyday business practices.
- Organisations should encourage flexible work arrangements that accommodate diverse needs, including family commitments.
- By creating inclusive environments, aligning global DE&I strategies with local practices, and engaging at the board level, organisations can ensure that they are preparing for tomorrow’s challenges and opportunities.
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