DIVERSITY AND INCLUSION: The unprecedented crisis of the Covid-19 pandemic exposed some organisations’ weaknesses in administrative management, recruitment, talent retention, and leadership, Chief of Staff Asia’s latest research on diversity and inclusion has found.
Several reports show that diverse groups, which include women and people with disabilities had the hardest time, both in the workplace and with balancing work and home life during the lockdowns that were implemented across Southeast Asia.
While diversity and inclusion in the workplace are not entirely new concepts, HR thought leaders and social researchers were able to gain new and varied perspectives while navigating through the pandemic. Many are now realising that a diverse and inclusive workforce can generate huge advantages for companies, as they become more innovative, profitable, and equipped to attract and retain the most talented employees.
In light of the pandemic, it has become a necessity for individuals and organisations to practise inclusive leadership. At work, policies affect individuals in different ways based on their job classification, socio-economic status, living situation, immigration status, and ability to work virtually, any of which can perpetuate existing inequities.
Therefore, business leaders are urged to pay greater attention to developing, implementing, and evaluating diversity and inclusion strategies. However, the responsibility to make a workplace more diverse and inclusive is no longer that of business and HR leaders alone, which Microsoft Singapore HR Lead Lynn Dang.
“Inclusion sits with the whole organisation,” she says. “That’s where leaders and employees need to start to say– that each one of us is accountable and intentional about our diversity and inclusion journey. Each one of us can make a commitment.”
Overall, a sense of belonging and inclusion in the workplace makes employees feel empowered and accomplished at work. Therefore, a strong network or community for employees whether online or on-site, combined with whole and continuous support from business and HR leaders, will go a long way in helping organisations achieve desired outcomes.
Read the full report here.
