In the wave of DEI reaction, embrace the new future of Taiwan's local inclusion|2025 DEI Vision Conference Corporate Ally Salon

At a time when the global DEI issue is rebounding, should companies hold off or move forward?

The 2025 "DEI Vision Meeting Corporate Alliance Salon" of Wusi Media gathered more than 10 companies in the technology, healthcare, financial control and media industries to participate, gather corporate executives and human resource decision-makers to discuss international DEI trends and local practical challenges in depth, and build a sustainable and resilient cultural upgrade path for enterprises.

Under the reactionary wave of global DEI diversity and inclusion, it guides a steady strategic path for Taiwanese enterprises.

How can companies respond to the DEI reactionary wave?

When American companies are facing headwinds from conservative forces on DEI policies, leading international companies such as Apple and Costco are still firmly committed to upholding inclusive values, with more than 97% of shareholders voting against the removal of DEI measures. These examples make it clear that driving DEI in the workplace is not about following the crowd, but about the core foundation of sustainable competitiveness.

(Gaying in the same scene: The era of DEI going against the wind? Work together to create a workplace culture with a sense of belonging, so that talent can become a solid force for the enterprise)

"The more mature an organization is, the more it is able to make DEI decisions based on data rather than pressure," said Merci, Chief Operating Officer of Wusi Media. She cited the 2025 international empirical study to show that 81% of high-performing organizations clearly feel the positive impact of DEI on their earnings, and 40% of Americans aged 18~28 in the consumer market stopped or reduced their purchases due to the company's withdrawal/reversal of DEI measures.

Merci exhorted the companies present: "Inclusive culture is not a one-time project, but a cultural project that is continuously optimized. It starts with each individual and extends to the whole group."

Photo: DEI Vision Conference Corporate Ally Salon

DEI practice pain points of Taiwanese enterprises

International cases inject momentum into local enterprises to continue to move forward, but what can domestic enterprises do to make DEI truly land locally? Not to look up to the benchmark, but to look back at the possibility of the ground beneath your feet. From system to culture, from misunderstanding to action, this ally salon led enterprises to dismantle together: the key perspective that makes DEI truly enter daily life.

1. Divergence in organizational maturity

Merci pointed out two blind spots in the promotion of DEI by domestic companies: misunderstanding of the concept of DEI and ignoring the maturity of people and organizations.

Merci further explained that many companies tend to misunderstand the definitions of "equity" and "inclusion" in the core concepts of DEI, which leads to misalignment in promoting an organization's DEI culture.

At the same time, it also uses the "continuous maturity model" as a starting point, pointing out that most enterprises often ignore the maturity level of the organization's talent itself when promoting DEI. The model is divided into three phases:

• Dependency period: Rely on others to take the lead, and the responsibility is outsourced
• Independence: Emphasis on individual responsibility but neglect of team integration
• Cooperation period: Only by trusting each other and creating solutions can we truly promote the transformation of the system

Photo: DEI Vision Conference Corporate Ally Salon

If the enterprise is still in the dependency period, DEI is often reduced to a "one-time training" or "slogan", and there is a lack of continuous action and cultural commitment. Only high-maturity organizations that can enter the cooperation period can turn inclusive thinking into the internal logic of daily decision-making, and truly establish a consensus of action "from me to us".

Merci reminded the business delegates in attendance that the push for DEI doesn't happen overnight. Rather than hard-line policy intervention, enterprises are encouraged to introduce DEI awareness from the grassroots level, so that every member of the organization can participate in it, and gradually drive the rhythm of cultural maturity.

When organizations and people work together from the period of dependence to the period of cooperation, DEI will not stay in the noble theory, but can be truly implemented in the operation and daily choices of the enterprise.

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Photo: DEI Vision Conference Corporate Ally Salon

2. DEI indexing practices

This time, the allies also shared with the companies present that the 21 action indicators of Wusi Media's exclusive "DEI-I model®" and "2025 Diversity and Inclusion Vision Award" have become a specific reference for enterprises to take stock of the progress of inclusion. These indicators span inclusive culture, communication mechanisms, psychological safety, talent support, and more, helping companies move from abstract ideas to viewable and traceable practice paths.

Through specific and clear checkpoints, enterprises can see more clearly "where they are doing so far and where they should go next", reduce confusion and strengthen actions. In the roundtable exchanges, the practical experience of different industries also stimulated more diverse practices and thinking, so that DEI is no longer just borrowing from abroad, but also gradually establishing a local practice foundation that is in line with the local context.

Photo: DEI Vision Conference Corporate Ally Salon

3. Key elements for enterprises to promote an inclusive culture

With the reference of international trends and the reference of local practices, we finally return to the core question of this alliance salon - how can organizations truly create their own inclusive culture?

Merci shares the top three elements of creating an inclusive culture in your organization:

• Accessibility: Everyone can easily access and use the resources they need, without being limited by differences in participation opportunities.
• Constructive Communication: Organizations do not run away from conflict, but rather foster a dialogue model that listens to each other and focuses on future actions, becoming a source of strength that inspires collaboration.
• Belonging: Making people feel accepted and understood, and being convinced that "I am here and valuable", this emotional connection is the foundation of employees' psychological safety and organizational trust.

Merci also reminded that "DEI is not just about respecting differences, but about creating positive cooperation in differences, rather than passively waiting for others to change."

(Also in the same scene: How to enhance employees' sense of belonging?) 3 Corporate Practice Cases|DEI Corporate Ally Salon)

Rather than seeing DEI as a reinforcement project for enterprises, it should be regarded as a deepening project for culture. When accessibility, communication and belonging become part of the operation of the organization, there is more opportunity for integration to move from ideal to reality, so that every member can see their own position and value in the organization.

Photo: DEI Vision Conference Corporate Ally Salon

There were also a number of business representatives at the scene who shared that in such a joint learning occasion, they not only got specific practical directions, but also saw more possibilities for action through mutual experience exchanges. The DEI vision will not only share trends and views, but also an inclusive circle for partner companies to connect with each other and continue to deepen DEI actions.

Wusi Media continues to deepen its diversity and inclusion initiative, and through the "DEI Vision Meeting Corporate Ally Salon", we have created a friendly communication ecosystem where we can learn from each other and share practical experience. We believe that promoting DEI should not be a one-man effort, but rather a peer-to-peer support among companies to accumulate local experience in building an inclusive workplace.

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Photo: DEI Vision Conference Corporate Ally Salon