From CSR to DEI, companies are no longer just pursuing "compliance" but redefining a "common good" work culture. This article gathers the observations of the seven judges of the 2025 DBTA, from cross-generational co-learning and family-friendly to gender equality and governance risks, leading you to see the true face of corporate inclusion.

The DBTA Diversity and Inclusion Vision Award is dedicated to identifying and recognizing best practices in the field of diversity, equity, and inclusion within the framework of Asian experience (glocalization). By setting up two categories of awards, corporate and individual, we will share excellent practice strategies and establish a leading DEI communication platform in the Asia-Pacific region.

This year's judging panel consists of 7 top representatives from industry, government, and academia. After rigorous scrutiny, heated discussions, and the integration of diverse perspectives from industry, government, and academia, the judges not only anchored the award to the latest level of DEI practices, but also jointly proposed five reminders and encouragements after the final meeting, drawing a strategic blueprint for companies to meet future challenges.


Picture|2025 DBTA Diversity and Inclusion Vision Award Winners

1. Challenges and opportunities for cross-generational integration

The jury saw that Taiwanese companies are striving to establish a culture of cross-generational inclusion and invest in more long-term strategies and concrete actions.

How Gen Z works with middle-aged and older employees is an important topic that the judges unanimously emphasize. With labor shortages and demographic changes, companies have begun to try to help employees of different ages find ways to cooperate through cross-generational co-learning, EAP long-term care support, and flexible systems.

2. The diversified development of the family-friendly system

Companies are investing heavily in family-friendly design, with holiday flexibility, childcare, and long-term care support measures becoming key to attracting talent and increasing labor force participation.

These policy designs are not just about complying with regulations but also about demonstrating corporate culture and values. Through innovative systems, companies demonstrate a commitment to supporting employees in balancing family and work.

3. The distinction between DEI and CSR needs to be clarified

The judges reminded that simple donations and volunteer participation belong to CSR, not DEI.

True DEI lies in structural changes within the organization, including talent appointments, career support, and institutional reforms. Conflating CSR with DEI may dilute the essence of DEI and fail to effectively respond to the needs of diversity and inclusion within the organization.


Picture|2025 DBTA Diversity and Inclusion Vision Award

4. Gender equality and employment of underrepresented groups need to be broken through

Although the labor force participation rate of women and middle-aged and elderly people is gradually increasing, the proportion of female executives in high-tech and manufacturing industries is still low, and gender equality and pay equality still need to be strengthened.

At the same time, the recruitment of people with disabilities is still insufficient, and in some cases, only symbolic appointments are made, lacking substantive support. The judges emphasized that the gap between formal and substantive equality remains an urgent issue for Taiwanese companies.

5. Organizational governance, international integration and potential risks

Taiwanese companies are gradually incorporating DEI into their board-level governance structures and are beginning to align with ESG and sustainable development (especially the S aspect), such as financial health and talent internationalization.

The judges emphasized that all DEI initiatives must be based on legal compliance and ensure that they do not violate relevant labor, employment, and equality laws to establish a credible and robust system.

At the same time, there are still potential risks to be aware of, including safety issues such as workplace bullying and sexual harassment, as well as the doubts and reactions that may arise from different groups regarding DEI development.

How to balance the psychological adjustment of underrepresented groups and other groups and create a positive cooperation environment in compliance with legal regulations will be an important issue for achieving sustainable inclusion.

2025 DBTA Diversity and Inclusion Vision Award Jury

  • Wang Zhaoqing|CEO of Peng Wanru Cultural and Educational Foundation
  • Zhou Changxiang|General Manager of Ruizhe Management Consulting Co., Ltd
  • Hong Xinping|Secretary-General of the Federation for the Physically and Mentally Disabled of the Republic of China
  • Chen Yingzi|CEO of AAMA Entrepreneur Co-Creation Platform Foundation
  • Ye Delan|Professor of the Department of Foreign Languages, National Taiwan University
  • Xie Yingzhe|Professor, Institute of Science and Technology Management, National Tsinghua University
  • Zhong Wenxiong|104 Information Technology Talent Sustainability Officer


Picture|2025 DBTA Meta Inclusive Vision Award Judge Lineup