DEI's global trends! Women are addicted to the three DEI indicators of the "Diversity and Inclusion Vision Award", which has led the competitiveness of enterprises for ten years

Good afternoon, everyone, I'm Wanyun, the chief producer of women's fans.

As a social enterprise, over the past 11 years, we have worked with communities and enterprises to create a diverse and inclusive ecosystem based on the largest women's community in Taiwan.

This year, we have taken a step further to promote Taiwan's evolution through the Diversity and Inclusion Vision Award with leading companies in various industries.

Today's "Diversity and Inclusion Trend Report" is shared, I will divide it into three dimensions. First, start with global trends; Next, share local observations; Finally, and most importantly, the moving indicator towards the future: the DEI Index.

I'm going to show you some numbers, why DEI is becoming more and more important, and what benefits it can bring you.

Since the epidemic, the world to Taiwan has felt the exhaustion of manpower and lack of work. According to the LinkedIn Global Talent Trends Report in LinkedIn , the "global average" talent turnover rate in 2022 increased by 25% year-on-year.

What if the scope is limited to the Asia-Pacific region? The figure has risen to 60%. This also shows that in emerging Asia-Pacific countries, the trend of labor shortage is even higher, which is more urgent than the world. Taiwan is at the center of the Asia-Pacific region, but at the same time faces a shortage of workers and a crisis of declining birthrate.

What will Taiwan look like in 2030?

According to the forecast of the National Development Council, Taiwan's digital talent gap will reach 1 million in 2030. 1 million is a staggering number.

Between now and 2030, how should women fans and companies fight? What is the solution?

Let's look at how HR experts around the world plan to solve this problem: According to LinkedIn survey, 77% of HR experts around the world believe that diversity and inclusion are the key to whether enterprises can successfully recruit talents in the future.

77 % of the cry, is it already high? Let's look at the figures for Taiwan.

In Taiwan, according to the 2022 Workplace Diversity and Inclusion Thousand People Survey, 96% of the subjects believe that whether the workplace is diverse and inclusive will be a key decision-making factor for him to decide whether to join.

96%, which is nearly 20% higher than the global figure.

However, in Taiwan in 2022, the Women's Fan Survey also found that only about 20% of the subjects said that their companies have DEI-related policies.

Two in ten people feel DEI, and we must thank all the leading companies here for their promotion.

But from this data, we also see another challenge that it shows: companies may do and want to do, but people do not know, or are not aware of, or even have the relevant awareness, and this is where women fans can help enterprises.

Because only a team with a "sense of diversity and inclusion" can truly renovate the competitiveness of the enterprise.

(Guess if you think about it: 96% of talents regard "diversity and inclusion" as the key factor to join the company, and "gender bias" still ranks first in workplace inequality)

Diversification and inclusion, enhance the competitiveness of enterprises

According to a McKinsey survey report, the top quartile of companies in terms of "diverse team composition" are 36% more profitable than those in the bottom quartile;

According to Gartner's findings, diverse and inclusive teams and gender-neutral and less inclusive teams have 50% higher team performance and operational effectiveness.

"Talent" is the key to the competitiveness of enterprises. Enterprise competitiveness is about to be officially rewritten, and DEI will be the singularity of whether enterprises can continue to lead in the next decade or two.

This year is the first year of diversity and inclusion for women's fans and leading companies.

Through the first Vision Award for Diversity and Inclusion, we observed three challenges for Taiwan's implementation of DEI in 2022, and three directions we encourage companies to work in 2023.

• First, global localization. We found that foreign investors began to follow global policies very early, so I would like to encourage foreign investors to regularly record the achievements and challenges of the phase, including the local adaptability and application of global policies, and also accept reports. Doing so will not only allow talents to consolidate their sense of belonging and cultural identity, but also exert the influence of the industry externally.

• Second, accessibility: This year, Taiwanese companies have also begun to promote DEI, and we want to encourage Taiwanese companies to continue to do women's empowerment, and open up more space, so that the company's diverse ethnic groups, including LGBTQ, people with disabilities, and people of different backgrounds and races, can use the company's internal systems, policies, and benefits without barriers. This is also the meaning of accessibility. There are 16 indigenous ethnic groups in Taiwan, and there are up to 580,000 overseas migrant workers, and our talent assets are diverse and abundant, which should be better utilized.

• Third, impact initiatives: We also want to encourage enterprises to extend their influence to more diverse ethnic groups in addition to the traditional activities of helping the poor and helping the poor and volunteering gifts.

(Extended reading: 2022 "Women Fan DEI Diversity and Inclusion Vision Award" FAQ)

In response to the challenge, what are the DEI indicators for women fans in 2023?

Therefore, in response to the three major challenges we have observed above, the 2023 Women's Fan DEI Index, we converge into three cores, from vision and goals, to the ability of enterprises to adapt to change, to social impact. Three different DEI aspects, enterprises do not need to sample full scores, but according to the stage attributes and enterprise characteristics, do corresponding focus, and force.

The three cores can be expanded in different ways.

• Corporate vision execution: In addition to publicly committing to the vision and strategy, set up a DEI-related dashboard, which can regularly and quantitatively measure and record the results of the phase. You may also consider publishing DEI reports on a regular basis, or making DEI practices public in existing CSR reports.

• Organizational employee change: from the setting of diversified goals for executives, to diversified leadership training, and whether to achieve diversified recruitment through mechanism setting in recruitment. It can also consider designing a more flexible and adaptable work model in the spirit of DEI; In terms of internal communication, when diverse ethnic groups encounter obstacles, can there be clear channels to express, and when encountering sexual harassment, is there a clear notification mechanism to communicate; And DEI is a knowledge that is optimized every year, and it is very important to carry out internal training on diversity and inclusion on a regular basis.

• Social diversity influence: In the industry, whether there are diversified suppliers, or invite suppliers to follow the DEI indicators together, to create a more resilient upstream and downstream supply chain, and adapt to future changes in advance. In terms of social influence, whether you are willing to expand to more diverse ethnic groups.

(Also screened: Invitation from the Producer of Women's Fans: In the next decade, create a diverse and inclusive environment where "everyone can actively develop")

Women's fans have implemented and cultivated DEI for the past 11 years, and we are committed to making Taiwan a representative place of diversity and inclusion in the Asia-Pacific region.

We have been invited to APEC for many years to give speeches and share with APEC, and have also held activities to promote DEI with government units and private enterprises, with more than 10,000 DEI reports.

We use technology to drive a diverse and inclusive ecosystem. The women's fan gender hackathon was shortlisted for the United Nations Geneva Program and recognized as a "Model of the United Nations Sustainable Development Goals".

We also work with companies to assist DEI muscles and visibility in all aspects. In addition to in-depth reporting on DEI and expanding corporate influence, there are also diversified and inclusive development consultants, as well as professional internal training courses, which can design courses and match suitable lecturers according to the stage, attributes, scale and needs of employees, effectively and sensibly enhance employees' awareness of diversity and inclusion.

After that, if the company has stage results, it is invited to share in the annual theme forum, communicate and share with the ethnic groups that care most about diversity and inclusion, and expand the influence.

Women fans often say that a person who walks fast, a group of people, a group of leading enterprises, can lead Taiwan to become a representative of diversity and inclusion in the Asia-Pacific region.

Thank you to all of you, we celebrate the results of the stage together, and we work together, thank you!