At the end of this year (2024), the Corporate Alliance Salon will be held, attracting more than 15 companies from the technology, media and finance industries to participate, and bringing together senior managers from human resources, sustainability and other departments. Highlights of the event included the sharing of the latest DEI trends, the practical experience transfer of the Gold Award companies, and a roundtable discussion, where companies inspired their creativity and looked forward to the future. This article takes you through the key moments of this event.

In 2023, women fans will set up a "DEI Vision Meeting" for exclusive companies, and hold the "Corporate Ally Salon" for the first time, hoping to help companies introduce a culture of diversity and inclusion without pain. At the end of this year (2024), the Corporate Alliance Salon will be held, attracting more than 15 companies from the technology, media and finance industries. Senior managers from HR, sustainability and other departments gathered together to share trends and practical experience, and work together to create a more inclusive workplace culture.

Highlights of the event included the sharing of the latest DEI trends, the practical experience transfer of the Gold Award companies, and a roundtable discussion, where companies inspired their creativity and looked forward to the future. This article takes you through the key moments of this event.

(Also screened: DEI's Latest Trend "Psychological Safety" Professional Tonic and Roundtable Practical Exchange|DEI Corporate Ally Salon)

Psychological Safety and Performance Interviews: Merci's DEI Mindset for Women Fan Operations

The core of this salon is the focus on psychological safety and performance interviews. Merci, Chief Operating Officer of Women Fans, shared the latest global research data on how bias affects performance feedback and weakens women's sense of belonging to underrepresented groups in the workplace. She proposes two practical methods: "connect first, then solve" and "accept first, then ground".


Photo: Merci, Chief Operating Officer of Women's Fans

Merci emphasized that managers should empathize with employees' emotions in conversations, use constructive language, and reduce defensiveness. For example, change "I don't know the solution" to "I don't know the solution yet". On top of this, guided questions are used to help employees realistically evaluate the possibilities and concretize the goals, such as asking, "If it can't be achieved, which option is more likely to happen?"

These strategies not only increase employee engagement, but also enhance the direction and effectiveness of performance conversations. Merci's sharing gave the business representatives a deeper understanding of the importance of psychological safety.

(Gaying in the same scene: What should I do if my colleagues in charge say bad things about each other?) 5 Tricks to Improve Psychological Safety and Fight Off Negative Energy in the Workplace! |DEI Sustainable Talent Guide)

Yuanfu Securities: A sample of local practices for diversity and inclusion

As a Gold Award winner of the 2024 DBTA Diversity & Inclusion Vision Awards, Yuanfu Securities demonstrated how to implement the concept of DEI with practical actions. Yang Yuqi, Deputy Project Manager of Human Resources Department, shared the core strategies of Yuanfu at the event: family-friendly, employee care and flexible work.


Yang Yuqi, deputy project manager of the human resources department of Yuanfu Securities

In terms of family support, the company provides maternity leave, paternity leave and maternity allowance, and sets up a nursing room, which has been certified by the Taipei City Government as a subsidy. In addition, Yuanfu also implements children's education subsidies and comprehensive health examinations to reduce the burden on employees' families.

In terms of employee care, Yuanfu has set up psychological counseling services and health seminars, and provided health aids to comprehensively improve the physical and mental well-being of employees. In terms of flexible work system, Yuanfu has introduced flexible working hours and hourly leave options, and granted additional leave for health check-ups, creating a more inclusive and flexible working environment for employees.

These measures demonstrate the depth of Yuanfu Securities' commitment to DEI and provide a successful example for Taiwanese companies to learn from.

(Screening at the same time: The Key to Corporate Governance in the Technology Era, Experts and Scholars Unveil the Latest ESG Trends|2024 3rd DBTA Diversity & Inclusion Vision Awards)

KPMG : There is no standard template for DEI, and seeing the characteristics of the industry is the key

Jeff, Associate Director of Sustainability at KPMG, asked a central question in the salon: "What's missing when the workplace is unfriendly?" His answer goes straight to the root of what drives DEI: seeing and incorporating the identity of the industry.


Photo: Jeff, Associate Director of Sustainability, KPMG

Jeff points out that a true DEI-friendly workplace is a combination of industry identity, organizational culture, and group characteristics, rather than relying solely on policy or welfare incentives. For example, knowledge work needs to deal with the challenge of blurring the boundaries between work and rest; The catering and service industries need to pay more emotional labor.

He further explained that promoting DEI should not only make employees feel "comfortable", but more importantly, give a sense of honor and belonging to specific professions, so that everyone can see the significance of their work to the industry and society.

Jeff's sharing sparked a rethink of how to implement DEI in their organizations, and reminded everyone that DEI is not only a technical management topic, but also a human-centered culture shaping process.

The diverse sharing of the corporate alliance salon made the participants deeply realize that the promotion of DEI requires not only strategies and methods, but also a deep understanding of the unique needs of the industry and employees. Through this networking event, companies are working together towards a more diverse and inclusive workplace of the future.


Photo: DEI Vision Conference Corporate Ally Salon

Through the "DEI Vision Club Corporate Ally Salon", we are looking forward to sharing practical experience and creating an inclusive workplace environment.

If you want to continue to participate in the DEI Vision Corporate Alliance Salon and learn more about the benefits of Vision Membership (click here to learn), and lead the future of diversity and inclusion together! Let's work together to drive DEI change and create a better workplace.

To create a diverse and inclusive world, everyone is important