Redefining Diversity, Equity and Inclusion in Malaysia: A Shifting Landscape
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Yesterday marked the start of my 5th year with LeadWomen and having the space change from Diversity and Inclusion --> Inclusion and Diversity --> Diversity, Equity and Inclusion (some cases, Belonging), it is time I reflect on the journey so far.
Diversity, Equity and Inclusion ("DEI") - the three new buzzwords since ESG. What does it mean exactly? Is it another thing companies need to report on? Is it another awareness campaign and roadshow that is the new HR KPI?
The past two weeks has had me involved in different levels of discussion on "DEI" that got me really reflecting on what we mean when we say "DEI is good for business", especially in Asia or South East Asia as we are seeing all sorts of backlash, burnout, divestment, de-prioritisation of this in the Western part of the world. Since most of the multi-nationals here with Western HQs are operating on their directive to push for DEI, are we at the beginning of the end?
If so, that will put me out of a job very soon.
Call me an optimist but I think DEI is taking a life of its own here in Malaysia and the region, regardless of what's happening on the other side.
But first, the bad..
Advocating for Equality at Work is not a walk in the park. As good-natured, purpose-driven and intentional the cause is, money money money will always come first.
This is why all the research is focused on identifying the ROI and putting a monetary value to the impact - but how does one even begin to quantify sense of belonging and relating it to productivity?
The voice in my head shouts "Maybe let's not see money as the main objective!" Like how Bhutan measures their country's growth based on wellbeing rather than money. Can organisations operate on purpose and people first, profit later?
If not, then DEI will continue to be a numbers game, constantly answering the question "Lets build inclusion to drive profitability" when ideally it should be “Lets build inclusion so everyone enjoys coming to work”.
So when the value of DEI no longer fits into the profit-chasing strategy, it gets boxed into events and celebrations, mentioned only every March 8 on International Women's Day or during the multiple ethnic or religious celebrations here in Malaysia. It can happen and has happened.
There have been sessions where I knew we were coming in to just be a tick the box in the company's sustainability report. You can usually tell when it is a last-minute request and often done pro-bono (because there's no budget). We tell ourselves 'it's a foot in the door' but often times, the door tends to shut very hard on the foot after the session.
The rays of hope
With all the tough days, there are really good ones. My favourite engagements usually involve two main things: challenging questions and vulnerable sharing where you see true DEI in action - where we all come together to talk about what it means to be a human in this modern world. Where we get asked "how can one support LGBTQ when it is criminalised and condemned in certain cultures?" "why aren't men more involved in the DEI space?" "how do I speak up when I see acts of discrimination and bullying" and when we get feedback like "i never have seen it in that way before" "it doesn't work here but maybe we can do XYZ.." "I never knew this about myself and how I interact with others"
It's sessions when you know you hit home with the narrative, where they see how their actions (or inactions) enable the suffering of others, and you know they walk away aiming to do better tomorrow. To get them to understand that DEI is not about doing it perfectly for one group, it is about doing something so everyone can benefit.
It is also the community and relationships that I've built over the years showed me that there are leaders out there who are trying to make things better for everyone. That embracing and institutionalising DEI is possible - but it takes a village and is a marathon.
As someone who loves social psychology, the past 5 years has been a long field research to understand whether or not DEI can be done.
In the DEI space, we say that there is no 'one size fits all' approach but I've seen that the most successful and sustainable practices typically involve these few things:
1. Leadership Buy-In & Commitment (from middle management to board)
Communication across all levels needs to happen to close the 'purpose gap' between top and middle management. Frustration tends to happen when employees see their senior leaders make public commitments about DEI and yet when it comes to getting approvals to run initiatives, attend training, it gets blocked by their upline as 'it is not business-centric' or 'it takes time away from business'.
2. Purpose-led approach
Every initiative that is introduced and executed has to align to your organisation's reason of being (aka your purpose). Is it making financial services accessible to all? Then your internal initiatives needs to lead with that purpose in mind. It also helps with getting buy-in at all levels (see #1).
3. Cross-functional teams
DEI should not just sit with HR - ownership needs to sit at a strategic level for it to be sustainable. It also makes it easier to institutionalise DEI across the board so it doesn't just get seen as an 'employee engagement activity' but more of the way you conduct your business. Again, it makes it easier when it is aligned with your purpose (see #2).
4. Data, data, data
What gets measured gets managed right? Find out as much as possible about the acceptability and maturity level of DEI in your workplace. Do you measure inclusion and belonging in your employee engagement surveys? Do you track recruitment, promotion and attrition rates at every level for the key groups you'd like to focus on? Just like any environmental-related campaigns, having baseline data on your DEI stats helps you to track progress and identify areas to prioritise. Note: Saying you have achieved gender equality just because of high % of women in your workforce and board is not enough - dig deeper, what's your pay equity? How many of them feel safe at work?
Read these:
Diversity, Equity and Inclusion Starts With Leaders
Diversity, Equity and Inclusion - The Power Call
So will it sustain here in Malaysia?
It can but we need to first agree and align on the few things below:
1. That what DEI means here is very different from the West - so we need to take ownership of what we want it to mean here (regardless if you are in an multinational corporation, government linked companies, public limited company)
2. DEI is not a zero-sum game, we are not removing access and privilege of the others by trying to include those who are different from us.
3. DEI is about our people and whether or not our process is fair to all.
Malaysia being one of the more diverse nations out there, if our workplaces can truly be inclusive for all - wouldn't our private sector and economy be booming since EVERYONE can contribute their best to the nation? Not to sound too government-linked but isn't that the spirit of MADANI?
It has been an interesting journey so far and I'm looking forward to see how the space continues to evolve.
Edited by: Kiran Tuljaram
Leadership
Tags: Diversity, Equity & Inclusion, Women & Leadership, Executing Leadership, Transformation & Change
Liza Liew is an equality at work advocate, an aspiring writer, and a tech enthusiast, dedicated to helping women reach their full leadership potential while creating safe, equitable, and inclusive workplaces. In her spare time, she enjoys brewing her own kombucha and writing about the challenges of transitioning into adulthood and maintaining mental health.
