The 2025 Diversity and Inclusion Vision Award is a growth platform with "Learning Together, Good Together" as its core, helping companies take stock of their current situation, organize their practices and connect with others to learn from 21 internationally aligned and local DEI indicators. This article shares three practical cases corresponding to three indicators!
We've all had moments along the way to drive organizational culture – "We've done a lot, but we're not sure we're on the right track?" "We're still getting started, but are there any opportunities to learn with other businesses?"
The 2025 Diversity & Inclusion Vision Award is a growth platform with "learning together, sharing good" as the core. Through 21 internationally aligned and local DEI indicators, you and your team are invited to take stock of the current situation, sort out the practice, exchange experience, and find your own cultural rhythm.
Here are three real-world case studies that address three of the core indicators:
Indicator 01: Has the company/organization publicly released its DEI vision and set DEI goals and strategies?
Apple sees Diversity and Inclusion (DEI) as a core driver of its innovation
Apple regularly publishes its Inclusion and Diversity Report, which discloses its DEI progress, data, and future goals. Leadership Commitment: Apple's executive management team, including CEO Tim Cook, has repeatedly publicly emphasized the importance of DEI as one of the company's core values.
Source/Image source: Apple's official website
Indicator 07: Is there a flexible working policy to support diverse talent needs?
Synopsys: Flexible scheduling power
Based on trust, we have made "flexibility" a "daily routine" in work and life, fully implemented the hybrid office system, built and improved mobile office system equipment and supporting measures such as hybrid team leadership management courses and instruction manuals, and assisted colleagues in setting up home office environments, laptops and headsets and other hardware configurations after the epidemic began, which was highly recognized by colleagues.
Source: 2024 DBTA Best Practices, Synopsys
Indicator 17: Are there policies and resources to support gender equality and women's empowerment?
Merck KGaA: Assisted Reproductive Treatment Benefit Program
At semiconductor factories that are generally considered to be male-dominated, Merck has 45 percent female employees. In the fourth quarter of 2023, we will promote the employee assisted reproductive treatment benefit plan, allowing employees to enjoy a subsidy of up to NT$625,000 and assisted pregnancy leave, regardless of gender, sexual orientation, age or family status, and employees and their spouses are eligible for this maternity benefit, including fertility testing, artificial reproductive treatment and hormonal treatment.
Source/Image source: Woman fan official website article
Every registration is the beginning of a conversation.
The registration process is not only to fill in the information, but also to systematically organize and pay tribute to the team's cultural review, and it is also a journey to learn from others.
Regardless of whether they win the award or not, all registered companies can participate in the "Inclusion Trends Forum" to exchange insights with practitioners from all walks of life, inspire the future, and expand the possibilities of inclusive culture together.
After reading the enterprise case sharing, would you also like to try to join the ranks of diverse and inclusive enterprises? The 2025 DEI Diversity & Inclusion Vision Award is now on display, click on the official website link to register now, and work with us to create a win-win diversity and inclusion world!