DIVERSITY,
EQUITY, &
INCLUSION
(DEI)
DR GLENN HUI
26 FEB 2024
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• Training and development are those actions
and processes that are aimed at improving
employee skills, competencies, and/or attitudes
so they will be applied on the job.
• OR it refers to educational activities within a
company (or organization) created to enhance
the knowledge and skills of employees while
providing information and instruction on how to
better perform specific tasks.
https://www.shrm.org/topics-tools/news/all-things-work/how-learning-development-
can-attract-and-retain-talent
THE PURPOSE OF TRAINING IS TO:
o Remove performance deficiencies;
o Increase productivity;
o Enhance workforce flexibility;
o Increase commitment; and,
o Lower absenteeism and turnover.
https://www.youtube.com/watch?v=w3jmq44rNIY
Andragogy Adult Learning Theory
Andragogy focuses on the process of
learning, rather than the product. It
supports discovery-based learning,
encouraging learners to construct their
own understanding through problem-
solving and collaboration with peers.
Malcolm Knowles
https://instructionaldesign.com.au/andragogy-adult-learning-theory/
Google “Learning Model”
Effective Training Process
Ten basic employee training principles to make
sure you’re doing it right.
#1 – Train Every Day
#2 – Create Learning Objectives
#3 – Address Skills Gaps
#4 – Deliver a Consistent Message
#5 – Blended Learning Methodologies
#6 – Create Custom Learning Paths
#7 – Evaluate Comprehension
#8 – Streamline Administration
#9 – Engage Employees
#10 – Reward Successes
https://readytrainingonline.com/articles/employee-training-principles/
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NEWS
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https://www.workast.com/blog/10-human-resource-
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management-trends-to-consider-for-2024/
LEARNING
OUTCOMES
Discover and Explore DEI and
its practices at workplaces
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DIVERSITY（多元）、
EQUITY（公平）、
INCLUSION（共融）
多元共融
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ABSTRACT
• Using data from the 1996 to 1997 National Organizations Survey, a national
sample of for-profit business organizations, this article tests eight hypotheses
derived from the value-in-diversity thesis. The results support seven of these
hypotheses: racial diversity is associated with increased sales revenue, more
customers, greater market share, and greater relative profits. Gender diversity
is associated with increased sales revenue, more customers, and greater
relative profits. I discuss the implications of these findings relative to
alternative views of diversity in the workplace.
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ABSTRACT
• In this framework, problem-solving agents possess representations of
problems and algorithms that they use to locate solutions.
• We use this framework to establish a result relevant to group composition.
• We find that when selecting a problem-solving team from a diverse population
of intelligent agents, a team of randomly selected agents outperforms a team
comprised of the best-performing agents.
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Dr. of Education thesis 2022
The purpose of my study was to explore if, and how,
institutional DEI efforts impact the experiences of
underrepresented minority (URM) professional staff and
influence their retention as employees. This study specifically
asked the research questions: “Are higher education
institutions inclusive of URM staff in their campus’ DEI
efforts? How?” and “Do institutional DEI efforts promote or
hinder URM staff retention?”
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FINDINGS
• Findings from the research present that despite staff being included
in the institutional documents addressing DEI goals, the
perceptions and experiences shared by URM professional staff in
this study indicate a less than welcoming and supportive
environment that hindered URM staff retention.
• Four themes were presented based on the study’s findings that
discuss a climate of symbolic inclusion, recruitment and retention,
lack of communication and responsibility of campus DEI efforts.
• Key recommendations constructed from the findings indicate the
need to establish broader organizational beliefs, define what a
welcoming and supportive environment is, implement of a two-way
communication plan, along with several other recommendations.
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https://edition.cnn.com/2020/08/21/asia/hong-kong-racism-intl-hnk-dst/index.html
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https://edition.cnn.com/2020/08/21/asia/hong-kong-racism-intl-hnk-dst/index.html
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https://edition.cnn.com/2020/08/21/asia/hong-kong-racism-intl-hnk-dst/index.html
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https://www.scmp.com/news/hong-kong/society/article/3250828/hong-kongs-ethnic-minority-jobseekers-
tripped-lack-cantonese-end-doing-low-skilled-work-survey-shows
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According to the 2021 census report, there were 444,280
employees of ethnic minority backgrounds, including Caucasians,
South Asians and Southeast Asians.
Almost 72 per cent of them were in “elementary
occupations” such as domestic helpers, cleaners, food
preparation assistants, messengers and deliverymen.
“A lot of the time when they face discrimination, it is
due to the language barrier,”
Although the Labour Department set up the
Racial Diversity Employment Programme in 2020
to provide job-matching help through two NGOs,
not many knew about the service, Leung said.
https://www.scmp.com/news/hong-kong/society/article/3250828/hong-kongs-ethnic-minority-jobseekers-
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tripped-lack-cantonese-end-doing-low-skilled-work-survey-shows
ESG
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THE ORIGINS OF DEI
• Early DEI was mostly informed by affirmative action and equal
employment legislation like Title VII of the Civil Rights Act of
1964, the Equal Pay Act of 1963, and the Age Discrimination in
Employment Act of 1967.
• One early business leader in DEI was the coffee chain,
Starbucks. As early as 1988, Starbucks became one of the first
employers to champion a diverse workforce by offering full health
benefits to all of its employees, including coverage for same-sex
domestic partners. In 1996, the first Starbucks LGBTQ partner
group formed, eventually becoming the Starbucks Pride Partner
Network which grew globally to include thousands of partners.
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https://www.cooleaf.com/blog/a-history-of-corporate-dei-strategies
DIVERSITY
Diversity pertains to the wide range of
distinctions among people, encompassing
characteristics like race, ethnicity, gender,
age, sexual orientation, physical capabilities,
and additional factors (Cox & Blake, 1991). It
encompasses both apparent and concealed
facets of one's identity and life experiences.
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EQUITY
Equity: Equity is about guaranteeing that people
are treated fairly and justly, with an emphasis on
eradicating discrimination, prejudice, and unequal
prospects (Bell, 2007). It advocates for the
principle that every individual should have an
equal opportunity to achieve success.
Bell, D. A. (2007). The disability rights movement
and its relation to the civil rights movement.
Fordham Urban Law Journal, 34(1), 1-29.
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INCLUSION
Inclusion: Inclusion involves establishing an
atmosphere in which a variety of individuals
are appreciated, honoured, and empowered to
offer their distinctive viewpoints and skills
(Cox, 1994). It transcends mere
representation to nurture a feeling of
belonging.
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CHIEF DIVERSITY
OFFICERS (CDOS)
The incorporation of DEI principles into HRM practices has
evolved over time. Initially, HRM focused on compliance with
anti-discrimination laws. However, contemporary HRM
recognizes DEI as a strategic imperative. The shift is evident in
the development of DEI policies, diversity training programs,
and the appointment of Chief Diversity Officers (CDOs)
(Jackson, Ruderman, & McLester, 2017).
Jackson, S. E., Ruderman, M., & McLester, D. (2017). Diversity policies,
diversity training, and organizational effort to support diversity and inclusion
in public organizations. Public Personnel Management, 46(4), 407-431.
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The MSCI All Country World Index (MSCI The MSCI World Index
ACWI) is an international equity index, captures large and mid-cap
which tracks stocks from 23 developed and representation across 23
24 emerging markets countries. Developed Markets (DM)
countries.
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With the appointments, the board of New
World Development will have six female
members, and female executives will
occupy 35.3% of the seats, maintaining a
September 2022
leading position among Hong Kong listed
companies and the highest proportion
among major property developers in Hong
Kong, exceeding the average for Hang
Seng Index (HSI) constituents at 17.1%
and the international standard of 30%
recommended by the international
organisation 30% Club. In addition,
according to the Women on Boards:
Progress Report 2021 released by MSCI,
a leading provider of global indices, in
February 2022, the percentage of
directorships held by women was 22.6% in
the MSCI All Country World Index and
29% in the MSCI World Index.
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• The Open For Business 2022 City
Ratings ranks 145 cities based on their
economic performance and inclusion of
LGBTQ+ communities.
• Amsterdam, Boston and London are
among the world’s most LGBTQ+
inclusive and innovative cities.
• Boston is the only city in the United
States with a triple-A rating in the report.
It is one of several cities and states in
the United States that have banned
conversion therapy
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• Richard Florida is one of the top names in
urban development and city-specific
creative economy enablers and
ecosystems. His groundbreaking work, The
Rise of the Creative Class, posited some of
the most foundational and controversial
perspectives on how cities become
attractive to the Creative Class. In the tenth
anniversary edition of his book, he states,
“I define the Creative Class to include
people in science and engineering,
architecture and design, education, arts,
music and entertainment whose economic
function is to create new ideas, new
technology and new creative content.”
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BACKGROUND
• A recent BCG study suggests that increasing the diversity of
leadership teams leads to more and better innovation and
improved financial performance.
• In both developing and developed economies, companies with
above-average diversity on their leadership teams report a
greater payoff from innovation and higher EBIT* margins.
• Even more persuasive, companies can start generating gains
with relatively small changes in the makeup of their senior
teams.
*Earnings before interest and taxes
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METHODOLOGY
• We surveyed employees at more than 1,700 companies in eight
countries (Austria, Brazil, China, France, Germany, India,
Switzerland, and the US) across a variety of industries and
company sizes.
• We looked at perceptions of diversity at the management level
across six dimensions—gender, age, nation of origin (meaning
employees born in a country other than the one in which the
company is headquartered), career path, industry background,
and education (meaning employees’ focus of study in college or
graduate school).
• To gauge a company’s level of innovation, we looked at the
percentage of total revenue from new products and services
launched over the past three years.
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FINDINGS
• The biggest takeaway we found is a strong and statistically
significant correlation between the diversity of management
teams and overall innovation.
Small Changes, Big Results
• Of the six dimensions of diversity we considered, all showed a
correlation with innovation. But the most significant gains came
from changing the makeup of the leadership team in terms of the
national origin of executives, range of industry backgrounds,
gender balance, and career paths.
• Age and educational focus showed a lesser effect.
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Belonging
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kb.bimpactassessment.net/
QUESTIONS IN THE WORKERS PART
Healthcare Plan - Your company's healthcare plan available
to all full-time workers includes...
Benefits for Seasonal Worker - What benefits are offered to
all seasonal-only workers on your farm?
Worker Flexibility Options - Does your company offer any of
the following job flexibility options, whenever feasible, in
writing and in practice for the majority of workers?
Paid Primary Caregiver Leave for Salary Workers - Which
of the following describe the primary parental leave policies for
salaried workers, either through your company or government
programs?
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Appendix 20: Environmental, Social and Governance Reporting Guide
DIVERSITY
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There are four types of diversity: internal, external, organizational,
and worldview.
Internal diversity: Internal diversity refers to any trait or
characteristic that a person is born with. These might include sex,
race, ethnicity, gender, sexual orientation, nationality, or physical
ability. You may recognize many of these as protected
characteristics — that is, attributes specifically covered under
the Universal Declaration of Human Rights.
External diversity: External diversity includes any attribute,
experience, or circumstance that helps to define a person’s
identity — but is not something that they were born with.
Examples include socioeconomic status, education, marital status,
religion, appearance, or location. These characteristics are often
influenced by others and may change over time. They’re
considered external since they can be consciously changed.
Allaya Cooks-Campbell (2023), What diversity really means, and why it’s crucial in the workplace
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Organizational diversity: Differences in job function, work
experience, seniority, department, or management level are
referred to as organizational diversity. Often, entire
departments or levels of a company can be homogeneous
— that is, everyone looks the same, comes from the same
background, or has the same experience.
Worldview diversity: Finally, worldview diversity
encompasses a broad range of beliefs, political affiliations,
culture, and travel experiences. Our worldview, or our
perspectives, contributes to an innovative, inclusive work
environment that is forward-focused. Anything that
influences the way we interpret and view the world is part of
worldview diversity.
Allaya Cooks-Campbell (2023), What diversity really means, and why it’s crucial in the workplace
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Workplace equality and diversity are promoted and reinforced by the Equal
Employment Opportunity (EEO) Act and Affirmative Action (AA)
Enacted in 1972 by the U.S. Congress, EEO requires that employers do not
discriminate against employees and job applicants based upon certain
characteristics, such as age, race, color, sex, religion, and disability.
First appeared as a provision in a government contract signed by the then American
President John F. Kennedy in 1961, AA is one aspect of the Federal government's
efforts to ensure equal employment opportunity for minorities, women, veterans,
and individuals with disabilities. It encompasses:
Good faith efforts to remedy underutilization
Widespread and diverse outreach in the recruitment process
Job-related criteria with minimal adverse or exclusionary impact
Fair evaluation of all job applicants
For some people, however, AA is considered the origin of reverse or positive
discrimination.
ANTI-DISCRIMINATION LAWS IN HONG KONG
The Equal Opportunities Commission (EOC) is a statutory body in
Hong Kong, established in 1996, responsible for implementing the
Sex Discrimination Ordinance, the Disability Discrimination
Ordinance, the Family Status Discrimination Ordinance and the
Race Discrimination Ordinance in Hong Kong.
Sex Discrimination Ordinance (SDO)
The SDO is an anti-discrimination law passed in 1995.
Discrimination on the basis of sex, marital status and pregnancy,
and sexual harassment are made unlawful under this law. These
protections are in seven different fields, including employment.
The law applies to both males and females.
ANTI-DISCRIMINATION LAWS IN HONG KONG
Disability Discrimination Ordinance (DDO)
It is a law that enacted in 1995 to protect people with a disability against
discrimination, harassment and vilification on the ground of their disability.
Under the DDO, a disability means total or partial loss of a person's bodily or
mental functions, total or partial loss of a part of the body, the presence of
organisms causing disease or illness (such as HIV), the malfunction,
malformation or disfigurement of a part of the person's body, or a disorder,
illness or disease that affects a person's perception of reality, emotions or
judgement or that results in disturbed behavior, and learning difficulties. A
disability includes not only a disability which presently exists, but also a
disability which previously existed but no longer exists, which may exist in
the future or which is imputed to a person.
ANTI-DISCRIMINATION LAWS IN HONG KONG
Family Status Discrimination Ordinance (FSDO)
The FSDO is an anti-discrimination law passed in 1997. It makes
unlawful for anyone or any organization to discriminate against a
person, male or female, on the basis of family status.
Race Discrimination Ordinance (RDO)
The RDO is an anti-discrimination law enacted in July 2008 to
protect people against discrimination, harassment and vilification on
the ground of their race. Under the RDO, it is unlawful to
discriminate, harass or vilify a person on the ground of his/her race.
The RDO has come into operation since 10 July 2009.
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https://www.limeade.com/wp-content/uploads/2019/07/Limeade_Inclusion_eBook_2019_v9.pdf
8 COMPONENTS OF INCLUSION
1. Having a voice
When employees feel like they “have a voice”, they’re more likely to share
their opinions with others.
2. Belonging
An employee’s sense of connection to their company is built on belonging
— the feeling that you’re a part of an environment that knows and values
you.
3. Sense of uniqueness
Just like an employee needs belonging and connection, they also need to
feel unique among their peers, that their company cares about their
individual strengths and experiences.
4. Feeling valued
When an employee feels that their voice and unique self are appreciated,
there’s a greater sense of value and satisfaction.
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https://www.hrdconnect.com/2020/02/24/what-inclusion-means-at-work-in-lives-and-to-leaders/
8 COMPONENTS OF INCLUSION
5. Learning and development
Employees who have access to learning and development
opportunities know that their company cares — about their ideas,
aspirations and growth.
6. Collaborative environment
Regardless of your role or department, a collaborative environment
can help break down silos and promote organization-wide inclusion.
7. Access to resources
Resources like support from managers or diversity and affinity groups
help employees know their organization is committed to their well-
being and growth.
8. Strategic alignment
Strategic alignment requires companies to explain why inclusion is
important so that leaders, managers and employees can put strategy
into action. 88
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MONITORING
AND SURVEYS
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HELPING EVERY EMPLOYEE TO FEEL
CARED FOR
• Care is an essential part of creating an inclusive workplace
community. Effective methods to create a feeling of care
include:
• An optional online “town hall” meeting about an upcoming
business decision or HR effort. When people feel commitment
from you, they’ll reward you with their own commitment.
• A random lunch partner program. Your people can meet new
co-workers, learn about each other’s roles and ultimately
strengthen the cultural ecosystem.
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https://www.hrdconnect.com/2020/02/24/what-inclusion-means-at-work-in-lives-and-to-leaders/
CREATING A GROWTH-ORIENTED
WORKPLACE
• A cultural mindset of growth is hugely beneficial for the well-being
of employees and the success of a business. A growth-oriented
workplace can be achieved by implementing:
• A cross-functional project or meeting between teams. Research
reveals that peer-to-peer interactions are key to perceptions of
inclusion at work, so extend everyone’s peer networks.
• Regular check-ins with your managers and employees. As a
leader, what are you hearing from your people? What’s not
working, and what could make a difference?
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https://www.hrdconnect.com/2020/02/24/what-inclusion-means-at-work-in-lives-and-to-leaders/
• Culture is considered to be the underlying values that direct how
people behave. Cultural diversity, aka Diversity, Equity, and
Inclusion (DEI), in the workplace is a result of practices, values,
traditions, or beliefs of employees based on race, age, ethnicity,
disabilities, religion, sexual orientation, or gender.
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https://www.cooleaf.com/blog/5-benefits-of-cultural-diversity-in-the-workplace
A DIVERSE COMPANY CULTURE:
• Recognizes the importance of multiple cultures to a team.
• Understands each team member's range of skills.
• Encourages viewpoints or ideas from employees with different
backgrounds.
• Accepts the cultural differences of coworkers and finds ways to
implement them into the growth of the company.
• Puts policies in place to encourage a sense of belonging for all
employees
• Does not tolerate discrimination or microaggressions in the
workplace.
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LEARNING
OUTCOMES
Discover and Explore DEI and
its practices at workplaces
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