Beyond Buzzwords: Transforming DEI into Action and Impact
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As a strong advocate for Diversity, Equity, and Inclusivity (hereinafter known as “DEI”), I was truly excited when the organisers of the APAC Diversity Equity Inclusion Summit 2024, LeadWomen, extended an invitation for me to attend.
This exceptional event held in October 2024 brought together thought leaders, change-makers, and advocates from various sectors to discuss innovative strategies, share challenges, and envision a future shaped by diversity, equity and inclusivity. What struck me most was the energy during the Summit —a shared determination to tackle challenges and reimagine workplaces and communities where everyone feels valued. As one speaker so aptly put it, “DEI isn’t just about opening doors; it’s about inviting people to the table and listening when they speak.”
This article delves into the highlights and transformative insights from the summit that inspired me to rethink how we approach DEI in practice.
My Experience at the UN Women Gender Action Lab
I had the privilege of participating in the one-day pre-Summit UN Women Gender Action Lab which explored innovative approaches to achieving gender equality in the Asia-Pacific region.
In the first session, we tackled the Care Economy and Labor Force Participation discussing strategies to ensure women in Malaysia can enter, return to, and thrive in the workforce. This hit close to home for me. As a working parent, I’ve navigated the gaps in care infrastructure that so often push women out of the workforce. I shared my story and listened as others recounted their own struggles.
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The second session I participated in, focused on Male Allyship to Promote Women’s Leadership, was equally impactful. A fellow participant shared a simple yet poignant observation: “Being an ally isn’t just about offering support—it’s about actively creating space for women to lead.” The conversation left me reflecting on how allies can challenge the status quo and champion equity in their organisations.
Both sessions fostered meaningful dialogue and generated actionable ideas, aligning with the lab's overarching mission to create inclusive economies by building multi-stakeholder partnerships and scaling gender-transformative solutions. It was inspiring to engage with diverse participants, including private sector leaders, and to contribute to shaping a more equitable future.
Key Insights from the DEI Summit
1. Inclusivity: Moving Beyond Tokenisim
At the heart of DEI lies the principle of inclusivity. The summit emphasised that true inclusivity goes beyond mere representation. It involves creating environments where everyone, regardless of their background, feels valued, respected, and empowered to contribute. Participants stressed that inclusivity is about action—ensuring that every individual has access to opportunities, resources, and support systems that enable them to succeed.
One speaker pointed out the importance of addressing unconscious bias, which often undermines inclusivity. For example, workplace policies might unintentionally favour one group over another. It’s not enough to say you’re inclusive. Organisations have to take a hard look at their policies and practices to uncover the hidden biases that hold people back.
By examining and revising such policies, organisations can ensure fairness and equity. The discussion also highlighted that inclusivity requires continuous effort and commitment. It is not a one-time initiative but an ongoing journey.
2. The Cultural Context of DEI in Asia
The cultural context plays a significant role in shaping DEI practices, particularly in the Asian region. The summit delved into how traditional values and modern principles intersect in this diverse part of the world. In many Asian countries, the concept of collectivism (a value that emphasises group harmony, shared goals, and prioritising the community over individual desires), often influences workplace dynamics. In some cultures, harmony is everything. But sometimes, it stifles the ability to speak up. We need to create spaces where voices, especially dissenting ones, are encouraged.
Participants emphasised the importance of respecting cultural differences while embracing universal DEI values. For example, in many Asian cultures, freedom of expression is understood differently than in Western contexts. Organisations working in these regions need to tailor their DEI strategies to reflect local values while staying committed to inclusivity. The key insight? Building truly inclusive communities starts with mutual respect and understanding across cultures. How can we bridge these differences to create environments where everyone feels valued?
3. Leadership as the Catalyst for Change
Leadership emerged as a cornerstone of successful DEI initiatives. The role of leaders in driving inclusivity cannot be overstated. Leaders set the tone for organisational culture and have the power to influence attitudes and behaviours.
More: Diversity, Equity and Inclusion Starts with Leaders
The summit highlighted the need for leaders to cultivate psychological safety within their teams. Psychological safety—the belief that one can express ideas, questions, and concerns without fear of repercussions—is critical for fostering inclusivity. One panelist shared a powerful example of a leader who implemented open-door policies and actively sought feedback from employees, creating an environment where everyone felt heard and valued.
Training leaders to embrace DEI principles was another key point of discussion. This includes equipping them with the skills to recognise and address bias, facilitate inclusive conversations, and champion equitable practices. Ultimately, leaders must "walk the talk" or else, DEI becomes just another initiative that fades into the background.
4. The Business Case for Diversity
A compelling argument for DEI is its positive impact on organisational performance. It is a business advantage. The summit underscored the business case for diversity, presenting data that highlighted how diverse teams outperform homogenous ones. This is particularly evident in innovation-driven industries, such as technology and energy.
One speaker cited research showing that companies with diverse leadership teams are more likely to achieve above-average profitability. The discussion also touched on the role of diversity in enhancing decision-making. When teams comprise individuals with varied perspectives, they are better equipped to identify challenges, explore alternatives, and develop creative solutions. When you have diverse voices in the room, you don’t just solve problems—you see opportunities others would miss.
However, participants noted that the business case for DEI must be communicated effectively to gain buy-in from stakeholders. Framing DEI as a strategic advantage rather than a compliance requirement can motivate organisations to prioritise it. By leveraging data and success stories, advocates can demonstrate the tangible benefits of embracing diversity.
5. Generational Shifts: A Catalyst for Inclusivity
The generational shift in the workforce is reshaping DEI conversations. Younger generations, particularly Millennials and Gen Z, are more vocal about social issues and demand greater accountability from organisations. They expect workplaces to reflect their values, including equity and inclusivity.
The summit explored how this generational shift presents both challenges and opportunities. On one hand, it requires organisations to adapt to changing expectations. On the other hand, it provides a unique opportunity to embed DEI principles more deeply into workplace culture. Participants highlighted the importance of engaging younger employees in DEI initiatives, as their perspectives and energy can drive meaningful change.
A notable insight was the role of mentorship and intergenerational collaboration in promoting inclusivity. By fostering connections between employees of different generations, organisations can bridge gaps and create a more cohesive workforce.
6. Inclusivity Beyond Gender
While gender equality remains a vital component of DEI, the summit emphasised the need to broaden the conversation. While gender equality is vital, inclusivity must encompass broader dimensions, such as disability, socioeconomic background, and age (generational diversity).
For example, the summit featured a discussion on disability inclusion, which highlighted the challenges faced by individuals with disabilities and the steps organisations can take to support them. This includes providing accessible infrastructure, offering flexible work arrangements, and fostering a culture of empathy and understanding.
A representative from Petronas shared about how they are tapping into the neurodiverse workforce, unlocking their unique strengths in areas like data science. The focus is on preparing the organisation to support them effectively. This initiative highlights the untapped potential of neurodiverse individuals in driving innovation and growth. Many of these talents, particularly those on the spectrum, excel in areas like data science by identifying patterns and optimising processes. Their unique abilities have not only enhanced performance but also fostered better management practices. The neurodiverse workforce, have taught them to ask better and more thoughtful questions and be more intentional in their problem-solving.
While still experimental, this effort is unlocking an untapped workforce, demonstrating the power of inclusive opportunities in driving innovation and business success.
Participants also discussed the importance of intersectionality—recognising that individuals often face multiple, overlapping forms of discrimination. For example a women of colour can face may face sexism and racism simultaneously. By adopting an intersectional approach, organisations can address the unique experiences of marginalised groups and create truly inclusive environments.
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7. The Ageism & Multigenerational Workforces
Experts in this discussion explored the value of age diversity and generational dynamics in the workplace and how diverse age groups can be leveraged to drive innovation, productivity, and engagement. The session highlighted age-related biases in hiring, promotions, and interactions while providing strategies to create equitable work environments. Emphasis was placed on fostering mutual respect and understanding across generations, managing multigenerational teams, and showcasing actionable examples of age-diverse teams in action.
This panel encouraged organisations to view age as an asset and actively combat age-based discrimination, inspiring a more inclusive workforce.
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8. Policy and Advocacy: Tools for Transformation
A survey conducted during the summit, which gathered 103 responses, highlighted the remarkable diversity among attendees. Participants represented 9 countries of birth, 34 ancestral groups, 39 languages and dialects, and 9 distinct worldviews. This data-driven approach underscored the importance of moving beyond superficial diversity by leveraging metrics to drive meaningful DEI change. Panellists emphasised the need to act on collected data in drawing up policies, foster collaboration and allyship, ensuring that DEI efforts are shared responsibilities rather than being placed solely on marginalised groups.
Advocacy emerged as a crucial tool for driving systemic change. By raising awareness, building coalitions, and influencing public discourse, advocates can challenge barriers and advance inclusivity. However, the summit cautioned against adopting a one-size-fits-all approach. Organisations were encouraged to tailor their advocacy efforts to the specific contexts and challenges they face to maximise impact.
More: 3 Ways Leaders Can Better Create A Culture of Diversity and Inclusion
9. Actionable Steps for Organisations
The summit concluded with a call to action for organisations to translate DEI principles into practice. Key recommendations included:
- Conducting Bias Audits: Regularly review policies, processes, and practices to identify and address biases.
- Providing DEI Training: Equip employees and leaders with the knowledge and skills to foster inclusivity.
- Setting Measurable Goals: Establish clear objectives and track progress to ensure accountability.
- Building Partnerships: Collaborate with external organisations, such as non-profits and advocacy groups, to amplify impact.
- Celebrating Diversity: Recognise and celebrate the unique contributions of all employees to build a sense of belonging.
DEI: A Collective Responsibility
The DEI Summit left us with a profound question: How can we move beyond intention and take action to create a truly inclusive society? DEI is not just a corporate buzzword or a checkbox; it’s about breaking down barriers, challenging biases, and creating a world where everyone can thrive.
One speaker challenged us with this powerful truth: “Inclusivity is not about being nice; it’s about doing what’s right.”
The APAC DEI Summit wasn’t just a conference—it was a call to action. And now, the question is: How will we answer it?
Leadership
Tags: Diversity, Equity & Inclusion, HR, Values, Transformation & Change, Women & Leadership, neurodiversity, Executing Leadership
Kiran Tuljaram, the Lead Editor at Leaderonomics, brings a wealth of experience to her role. With a background as a trained lawyer, she dedicated nearly a decade to the banking industry before embarking on her entrepreneurial journey. Following her tenure as a Legal Manager at a bank, Kiran founded and successfully ran multiple businesses, including the establishment of her own fashion accessories label. Balancing her entrepreneurial endeavours, Kiran is also a devoted mother to three girls. Her varied background in banking, motherhood, employment, occasional social work, and managing director in her business has provided her with invaluable insights and a unique perspective on the critical importance of leadership within organisations.
