DEI strategies to bring out the best in your employees

In today’s globalised and multicultural business environment, Diversity, Equity and Inclusion (DEI) at the workplace is a global business priority.

According to Tan Chee-Wei, Vice President of Human Resources North East & South East Asia & Global Lubricants at Shell, “Diversity, equity and inclusion is at the heart of a compelling employee value proposition”, she says.

“The business case for diversity is clear where organisations strive to attract, retain and develop the best people that reflect the diversity of their customers and markets that they operate in.”

“Furthermore, it is the right thing to do. We are only able to thrive when we feel valued and supported to be our full selves. As individuals, we bring with us the richness of our individual experiences and uniqueness of our perspectives, cultures and working styles that represent the diverse communities we live and work in. An environment that empowers us to speak up, share ideas and our dilemmas is the foundation that enables innovation solutions to be found for the most difficult and complex challenges we face.”

And indeed, this sentiment has been echoed numerous times in recent years, as DEI has been named a key factor in fostering employee engagement at work.

How can Asian talent play our part in D, E & I?

1. Broaden our understanding of what D, E & I is and think about how we show up

Diversity is not just about visible differences like nationality and gender. Rather than be caught up in discussions about culture and styles being a Western/Asian dichotomy, having a global mindset that sees beyond visible differences to understand what makes us all unique and how to harness that in the teams that we are a part of will shift your game.

“Asia continues to be a region of growth and sustainable growth in the region translates into even more meaningful jobs and career progression opportunities for Asian talent,” shares Chee-Wei.

“Leaders with a global mindset and who are inclusive will stand the best chance in successfully tackling the challenges we face today and in the future by appreciating diverse perspectives and unleashing the full potential of their teams,” says Chee-Wei.

2. Play to your strengths

Many business leaders familiar with having to manage diverse and unpredictable political and socio-economic changes in the Asia region possess the adaptability required to steer their organisations through unstable global events. Multicultural, cosmopolitan Asian economies such as Singapore also have a deep history of diversity, and are adept at building and utilising a global mindset to capture opportunities as the world economy rebounds.

During the pandemic, 70 million new online shoppers flocked to e-commerce sites in Southeast Asia, while Singapore-based internet company Sea Limited was named among the top global companies prospering in a pandemic by the Financial Times. Moreover, experts are optimistic about Asia leading the way to global post-pandemic recovery.

A sense of “humility to learn from and listen to others is a great strength to have” when dealing with the multi-faceted challenges of this decade.”

3. Challenge your leadership paradigms

When the world experiences change as disruptive and fundamental as what we have witnessed in the last two years, going through change and helping others through change becomes front and centre.

As Chee-Wei remarks, “The demands on leadership are changing. Leaders are being stretched and tested on how to lead authentically, with empathy, and embracing diversity, equity and inclusion while building trust in volatile and uncertain times.”

No one really has all the answers, so being a leader becomes even more about being a learner, and an inclusive one who draws others in by building trust and creating a sense of openness for more heads to be solving problems together than just one.