"Diversity and Inclusion" has entered various enterprises, and women fans invite Unilever and Micron to share their practices on "Diversity and Inclusion" with us, providing more imagination space for the implementation of DEI in the industry.
What kind of change can "diversity and inclusion" bring to you?
Woman Fans specially invited You Cixia, Senior Manager of Sustainable Development and Corporate Communications at Unilever Taiwan, Hong Kong, to share with Liu Suling, Head of Human Resources for Micron Technology North Asia, how to implement "Diversity and Inclusion" in the enterprise!
Unilever's Inclusive Response: Equality does not necessarily equal fairness
Unilever, Senior Manager, Sustainable Development and Corporate Communications, Taiwan, Hong Kong, You Cixia. Image courtesy of Unilever |
Q: What do you think is important for businesses?
Diversity and inclusion is a global trend, no longer a choice of choice or not, but an important policy that companies must implement.
Especially for a global company like Unilever that operates in different markets, it is very diverse from employees, customers to consumers.
In recent years, many surveys have also found that the new generation of young people pay high attention to social issues, and when enterprises implement diversified and inclusive policies, it helps to enhance the recognition of brands and enterprises by young people, and will have a substantial impact on the purchase of products or services, or in the choice of employment.
From financial performance, sustainable growth, customer relationships, innovation and team performance to talent development, diversity and inclusion have proven to deliver better operational performance.
Q: How do you think companies will implement the DEI inclusion concept in their organizations now or in the future?
At Unilever, we are actively empowering employees with disabilities and LGBTQI+ by increasing the proportion of female managers, and breaking stereotypes and discrimination.
We provide friendly and flexible working styles and a diversified welfare system to support female employees' career opportunities, so that the proportion of female managers in Unilever Taiwan is 60%, which is higher than the global average. In addition, through continuous support for the Rainbow Parade in Taiwan, the Rainbow Volunteer Project within the company has been launched to create a friendly workplace atmosphere for Rainbow.
In addition, the promotion of mission-oriented plans and actions by its brands has also brought significant influence, including Dove's promotion of women's self-confidence, and Brandan's dream-building project to encourage her mother to "bravely go to Go without fear of dirt", etc., all of which are helping society break the rigid stereotype.
Q: How do you think your industry partners can work together to make changes in the direction of DEI?
Research shows that more than half of working mothers worldwide face one of the toughest challenges is managing to balance their personal and professional work.
This year, Unilever Global is advocating for "Equality isn't Equal" #EquityIs on International Women's Day, calling for equality to be made fairer, and equality is the equal treatment of everyone. Equity, on the other hand, is to provide more resources and tools to help individuals develop, so that everyone can stand on the same resource benchmark and play their best.
With this year's theme, we would like to call on industry partners to work together to create a workplace and awareness of friendly female employees and friendly families through corporate policies, which will help balance Taiwan's gender labor force participation rate, and in the long run, it will be more able to eliminate gender discrimination and create an environment for sustainable business operations.
"DEI" in Miko's heart: Diversity and inclusion, let the best ideas win
Liu Suling, Human Resources Director of Micron Technology North Asia. Image courtesy of Micron Technology |
Q: What do you think is important for businesses?
McKinsey & Company research notes that highly diverse team companies have a higher chance of contributing to innovation and standing out from the competition.
Beyond that, for Micron, we always want the Best Ideas Win to ensure that we continue to lead the industry.
The best ideas don't necessarily come from the most senior people or the group with the most voice, so creating a culture where everyone can contribute and speak is an important part of maintaining our innovation leadership.
Q: How do you think companies will implement the DEI inclusion philosophy in their organizations now or in the future?
In traditional HR practice, enterprises believe that the HR solution that can meet the needs of the largest number of people is the best solution. However, under the DEI trend, companies need to further explore that existing HR policies may not cover the needs of some minorities, so how to encourage minorities within the company to discuss their needs with the company, and how the company can face up to this need and adapt to the existing program, is crucial.
In addition to the system, the most important thing is people and culture.
Building an inclusive, people-centred culture is a long-term journey that must be involved from top to bottom, from senior to grassroots leaders, not just the responsibility of HR units or a few.
Q: How does Micron think industry partners should change in the direction of DEI?
Face up to the diversity of various positions and classes
Looking at the overall sex ratio of the company alone may not detect any abnormalities, but when you look at the sex ratio of the management or even the various categories, you will find the phenomenon of occupational gender segregation. Some jobs have long had gender occupational stereotypes, and how to perceive and reduce the impact of stereotypes on decision-making in recruitment, appointment, promotion is something that business partners can work on together.
In the technology industry, where working hours and work pressures are relatively high, female workers who work as primary family caregivers often face a two-headed candle burning situation, and if the company can work to develop measures or systems to assist people with family care needs, such as flexible working hours, flexible work locations, family care or childcare related policies, it will also help women (or men with family care needs) to stay in office.
Leaders have a diverse image
Leaders and management have a diverse image and bring in diverse voices. Encourage more minorities in the business, such as women, people with disabilities, indigenous people, and multi-gender people, to ensure that diverse voices and opinions can be shared and advocated.