In the era of AI and change, companies must not only be fast, but also "inclusive". The 2025 Diversity and Inclusion Vision Award connects industry, government, and academia to witness Taiwan's DEI practices and make diversity a key driver of sustainable competitiveness.
The [2025 Diversity and Inclusion Vision Awards|Inclusive Trend Forum and Awards] hosted by Wusi Media made its grand debut on October 22, attracting over 200 leaders from industry, government, and academia to jointly pay attention to the international trends and local practices of "DEI (Diversity, Equity, and Inclusion)".
This year's DBTA (Diversity, Equity & Inclusion Benchmark Awards) has been upgraded to an industry event of "co-learning, co-creation, and sharing" for the first time, combining forums, trend reports, and award ceremonies to demonstrate the inclusive power of Taiwanese companies from concept to action.
Out of 57 participating companies, 11 organizations stood out and won the Corporate of the Year Award and Special Award, and this year's "Influencer of the Year Award" was held to recognize key practitioners who are driving organizational culture change.
Picture|2025 Diversity and Inclusion Vision Award|Inclusive Trend Forum and Award Presentation
From corporate to cultural, make inclusion a daily routine of action
The three winners of this year's "Influential Person of the Year Award" come from the fields of business management, food and beverage management, and cultural creation, and they have interpreted DEI not just a concept but a continuous choice and attitude through practical actions.
Lin Zhongxian, Manager of the Technology Management Department of Laitong, shared how to move from system initiative to establishing a friendly workplace culture, emphasizing that thanks to the support of colleagues, the company can demonstrate results in the three aspects of "friendly treatment, friendly work, and friendly life" and stand at the forefront of promoting DEI.
Picture|Lin Zhongxian, manager of the management department of Laitong Technology
Joey Zhang, CEO of TOASTERiA CAFE, used the story of a multinational team to depict the inclusive practice of the catering industry, and he also promised: "In the next ten years, we will lead Taiwan to flip the ecology of dining fashion."
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From a cultural and visual perspective, Xiao Juzhen, director of the documentary "Mountain Maker", pointed out that the core of achieving the DEI vision is "empathy", and only by understanding each other can a community with a shared future be formed, and hopes to make DEI a language of social connection through cultural power.
Picture|Documentary "Mountain Builder" director Xiao Juzhen
Judges' Insights: The multi-dimensional evolution of DEI, from ideology, culture, to governance
In today's world where DEI is becoming the language of corporate sustainability, the jury's observations also reveal the maturity of DEI in Taiwan—it is no longer just an initiative or action, but a profound change that spans ideology, culture, and governance.
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Wang Zhaoqing, CEO of the Peng Wanru Cultural and Educational Foundation, started from the idea of "social democracy" and pointed out that equality and unity are the core spirit of workplace democracy and the ideological foundation of inclusion. Hong Xinping, secretary-general of the Federation for Persons with Disabilities of the Republic of China, reminded that when we are willing to "treat everyone as a human being" and understand the ups and downs and characteristics of each employee, companies will be more resilient.
Picture|Secretary-General of the Federation for the Physically and Mentally Disabled of the Republic of China Hong Xinping
Picture|Distinguished Professor Xie Yingzhe, School of Science and Technology Management, National Tsinghua University
Professor Xie Yingzhe from the School of Science and Technology Management of National Tsinghua University observed that cross-generational cooperation has become a new driving force for corporate growth, and DEI has become a daily routine of corporate culture. Chen Yingzi, CEO of the AAMA Entrepreneur Co-Creation Platform Foundation, emphasized that DEI is not just an extension of marketing or CSR but a core part of corporate culture, calling on companies to incorporate DEI into high-level governance as a core sustainability strategy.
Picture|AAMA Entrepreneur Co-Creation Platform Foundation CEO Chen Yingzi
New solutions for inclusion under the wave of AI and digitalization: building corporate sustainability and resilience
In the face of AI and digital waves, the forum specially invited Wang Yiwen, CEO of the Taiwan Digital Enterprise Association, to share "The Key to Inclusive Talent in Digital Transformation".
CEO Wang Yiwen pointed out that although 73% of enterprises invest in digital transformation, the real bottleneck is often "people", not technology, pointing out: "If the glory of transformation can only be seen by a few people, it is not a real transformation."
Wang Yiwen also reminded that the difference between corporate equality and "equity" is that compared to equality, fairness pays more attention to the differences in the needs of each employee and provides different support to build organizational trust.
Picture|Taiwan Digital Enterprise Association CEO Wang Yiwen
AI can determine how fast a company goes, but only inclusion can determine how far we can go.
Sharing Taiwan's DEI Implementation Practice: From Cross-Generational Cooperation to Building a Culture of Belonging
The forum specially invited representatives of this year's award-winning companies to take the stage for a dialogue and share their local experiences in promoting DEI through real-world cases. The three dialogues focused on "cross-generational communication", "potential development" and "belonging building", showing how companies can turn ideas into actions.
Picture|2025 Diversity and Inclusion Vision Award|Inclusive Trend Forum and Award Presentation
In the "Cross-generational Dialogue" session, FSP Group shared how to support middle-aged and elderly employees through friendly policies such as the "Elderly Rehiring Program" and "Job Redesign". Lianda Technology shared a unique mutual mentoring system to promote two-way learning among employees of different generations. In addition, Primax's Gen Z projects and digital learning platform practice cases are also included in the corporate practice zone page, promoting an inclusive culture.
Pictures|Wang Yiwen, CEO of Taiwan Digital Enterprise Federation, Zheng Mingxiang, Chief Operating Officer of FSP Corporation, and Xu Bimei, Director of Operations Department of Taiwan Branch of Luxembourg Shanglianda Technology Co., Ltd
In the dialogue on the theme of "Unlimited Potential", Futai Air Conditioning shared how to encourage men to participate in family care and practice gender equality through organizational policies. VIS has expanded to hold campus symposiums to share industry experience to attract student talents and build a women's empowerment ecosystem from the inside out. Taiwan's Pernod Ricard shared its successful experience in localizing global policies; Ye Hui Enterprise demonstrated its inclusive practices in the heavy industry field, creating an age-friendly workplace through job redesign.
Picture|Chen Yingzi, CEO of AAMA Entrepreneur Co-creation Platform Foundation, Guo Jie, Senior Manager of Futai Air Conditioning Technology Co., Ltd., Pan Suhui, Director of Human Resources Department of VIS Integrated Circuits Co., Ltd., Huang Huizhen, Director of Human Resources and Corporate Communications of Pernod Ricard Taiwan Co., Ltd., and Chen Xuyao, Associate Director of Human Resources Administration Department of Yehui Enterprise Co., Ltd
In the third "From Belonging to Inclusion" dialogue, Kailuo Media shared the "DEI Seed Project" to create a culture of belonging in the organization. Unilever shared how it extends DEI awareness from internal culture to brand values through LGBTQ+ policies and rainbow wall initiatives. Dutch FedEx brings innovative practices of "neurodiversity" to enhance colleagues' understanding and empathy for disabilities; Wistron software demonstrated how to use data-driven DEI to connect employees' sense of purpose.
Pictures|Xie Yingzhe, Distinguished Professor of the School of Science and Technology Management of National Tsinghua University, Dong Huixuan, Director of Human Resources of Unilever Corporation Taiwan, Su Zhimin, General Manager of Taiwan Branch of Dutch FedEx International Co., Ltd., Xu Yuping, Head of Human Resources Strategic Partnerships of Wistron Software Co., Ltd., and Cao Junyi, Vice President of Marketing and Strategic Communications of Kailuo Media Services Co., Ltd
The three dialogues intertwined the DEI paths of Taiwanese companies—from understanding differences to co-creating value, demonstrating Taiwan's inclusive practices.
2025 Diversity Workplace Trends Report Released: Sustainable Strategies for Initiating Inclusive Change
The event concluded with Merci Guo, Chief Operating Officer of Wusi Media, sharing the "2025 Diverse Workplace Trends Report", titled "Sustainable Strategies for Initiating Inclusive Change", and proposed three core observations: change management, corporate resilience, and compliance empowerment.
1. Change management
The report pointed out that 38.7% of respondents misunderstood the concept of "Equity," and Merci emphasized that "equality is a human right, and fairness is an opportunity," reminding companies to start from differences in communication. At the same time, he shared three high-risk loss cycles - childbirth, menopause, and working caregivers, and called on organizations to provide support resources and psychological safety.
Picture|Merci, Chief Operating Officer of Wusi Media
2. Enterprise resilience
Merci regards team "collaboration maturity" as the key to measuring organizational resilience, pointing out that although more than 60% of employees are willing to promote workplace friendliness, there are still three major challenges in practice: insufficient support mechanisms, policies that are not suitable for use, and immature collaborative mentality. It is recommended that enterprises establish flexible work systems, temporary substitution mechanisms, support allowances, and empathy training to promote a two-way support culture.
Picture|Merci, Chief Operating Officer of Wusi Media
3. Legal compliance empowerment
Merci reminds us that the upcoming "Workplace Bullying Prevention and Control Chapter" is an opportunity for corporate culture transformation. He emphasized that in addition to clearly defining "what we can't do", it is more important to teach employees "what we can do" and build a friendly workplace through active communication and training. It is recommended that enterprises start by establishing flexible work systems, temporary substitution mechanisms, support allowances, and empathy training to promote a two-way support culture.
Picture|Merci, Chief Operating Officer of Wusi Media
DEI is not politically correct, but rather the ability to create positive and effective cooperation in each other's differences.
With the successful conclusion of the award ceremony, more than 200 leaders from enterprises, industry, government, and academia witnessed the important moment of Taiwan's diverse and inclusive development. From thought to action, from individual to organization, DEI is not just an initiative, but a path that requires continuous cultivation.
The Wusi Media team would like to thank all corporate partners and VIPs for their participation and support, and especially thank the cooperative brand "Uncle Lemon" for participating in the grand event.
"One person goes fast, a group of people goes far." We firmly believe that "promoting DEI is not the future, but the present" and look forward to more companies joining hands with Wusi Media to deepen culture and promote actions on the road to sustainability, making inclusion a future in which everyone can participate.
Picture|2025 Diversity and Inclusion Vision Award|Jury & Winners