Workplace psychological safety satisfaction below 30%? Diversity and Inclusion Vision Award reveals the dual key to training prevention and control | 2026 DBTA Diversity and Inclusion Vision Award

The "DBTA Diversity and Inclusion Vision Awards," organized by Wusi Media, are now in their fifth year, continuing to recognize outstanding practices by Taiwanese companies in the field of diversity and inclusion. This year, seven representatives from industry, government, and academia were invited to serve as judges. Out of 67 participating companies, 8 were selected to present the jury's annual grand prize and corporate awards. Yesterday (10/21), the "2026 Corporate Vision Summit | Trend Forum and Honor Ceremony" was held, where the award-winning companies not only shared their unique practices but also presented the latest industry trends and observations.

In a year marked by the launch of new workplace bullying prevention policies and the full introduction of AI into the workplace, how to ensure every talent is understood and utilized has become a key focus this year.

Nearly 60% of employees are negatively affected by AI, and psychological safety determines whether they empower or consume it

Guo Fuzhi, Chief Operating Director of Wusi Media, presented the "2026 Diverse Workplace Trends Report" at the forum, noting that among organizations that have adopted AI, nearly 60% (58.8%) of workers have used AI but have not benefited, including 49.0% feeling burned, increased workloads or expectations but not supporting support, and 9.8% feeling threatened by being replaced, which is higher than the 41.2% who feel empowered. Respondents' satisfaction with their organization's "culture of psychological safety and belonging" also dropped from 43% last year to 28.1%, marking the most significant change this year.

The survey further found that the ability to express oneself confidently is a key watershed for talent keeping up with changes: 77.8% of workers who can confidently express concerns about AI have developed new work methods or abilities, while only 30.3% are unable to express their concerns. Communication investment is equally effective: 60% of those who receive practical communication training are satisfied with the organization's psychological safety, while only 20% of those without training are satisfied. The decline in satisfaction is a warning sign and also points to the understanding of the situation: companies need to truly establish systems and cultures that encourage employees to speak up.

Guo Fuzhi pointed out: "DEI in the AI era means recognizing that everyone starts from different points." Psychological safety is key for companies amid regulatory and technological changes. By cultivating communication maturity through training and systems, teams can take on each other and find solutions together, so employees trust organizational systems more and move from anxiety to empowerment.

Image | Guo Fuzhi, Chief Operating Director of Wusi Media

One hour of AI learning per week, trading back for 10 hours of work

The benefits brought by AI depend on whether employees receive support and feel safe to ask questions. Huang Jianze, COO of Audit Services at Ernst & Young, cited EY's "2025 Work Reimagined Survey" pointing out that only 28% of organizations worldwide possess both talent and AI advantages, and these organizations have an eightfold higher chance of productivity improvement in the past two years. The key to turning AI from consumption into empowerment lies in learning engagement: 41 to 80 hours of AI learning per year is equivalent to about 1 hour of training per week, saving employees about 10 hours per week; Those who study for more than 81 hours can save 14 hours per week.

Image | Huang Jianze, Chief Operating Officer of Audit Services, Ernst & Young

International standards perspective: making inclusion and psychological safety visible and improvable

Hsieh Chen-Wei, General Manager of DNV International Certification Organization, pointed out that cultivating resilient talent requires a shift in the paradigm: "From requiring individuals to be stronger to building organizations that support talent." He suggests that companies can refer to ISO 30415 to promote cross-generational and diverse talent management, and use the ISO 45003 mental health and safety framework as the basis for workplace bullying prevention. Through the PDCA cycle, continuous identification, improvement, and measurement can make inclusion and psychological safety a manageable and sustainable management practice.

Both standards apply equally to AI adoption: ISO 30415 helps review different employees' learning needs and training equity, while ISO 45003 helps assess work stress and psychosocial risks brought by change, enabling early support measures.

Image | Hsieh Chen-Wei, General Manager of DNV International Verification Organization

Key Jury Insight: From Event to Impact

From survey data and learning engagement to management standards, the resilience of talent in the AI era ultimately returns to the daily practices of enterprises. The practical achievements of participating companies this year are now demonstrating concrete progress in promoting inclusion in Taiwan's workplace. The judging panel affirmed the concrete actions observed from participating companies' data, which also bears witness to the awards and companies' joint progress over the past five years.

Ding Ling-Juan, founder of the Influence Brand Academy, reminds: "An organization's vision is the direction it aims to go, while culture determines how the team arrives together." Chen Mei-Ling, Chairperson of the Taiwan Local Revitalization Foundation, encouraged companies to shift their goals from output to impact; Cai Yuling, co-founder of Li Ci International Technology Law Firm and Honorary Chairperson of the Taiwan Women Directors Association, observed that corporate promotion of inclusion has evolved from single-location events to making systems and rights truly useful.

Image | Ding Lingjuan, founder of the Influence Brand Academy

Image | Chen Meiling, Chairperson of the Taiwan Local Revitalization Foundation

Image | Tsai Yu-ling, Founding Honorary Chairperson of the Taiwan Women Directors Association

Corporate Practice Dialogue: Making inclusion policies a daily routine for employees

Facing cross-generational issues and the impact of the AI wave, FSP Enterprises and Kailuo Media shared practical experiences in enterprise management and AI transformation at the forum.

Cheng Ming-Hsiang, Chief Operating Officer of FSP Enterprise's General Manager's Office, pointed out that the key to organizational retention and cross-generational communication lies in whether leaders can lead by example and create win-win outcomes based on employee needs; Cao Jun-Yi, Vice President of Marketing and Strategic Communications at Kailuo Media, shared the three-stage journey of promoting DEI through "internalization, transformation, and amplification," incorporating inclusive values into team KPIs and integrating core business expertise for external dissemination.

Regarding AI implementation, both representatives emphasized that digital transformation should be "people-oriented," alleviating employee anxiety through training and competition, combining competitions and system tools to empower them, ultimately enabling AI to help improve efficiency and returning core corporate values to human professional insight and judgment.

Images (from left to right) | Wusi Media COO Guo Fuzhi, FSP General Manager Zheng Mingxiang, Chief Operating Officer of FSP Enterprise, and Cao Junyi, Vice President of Service Marketing and Strategic Communications at Kailuo Media

From trend data and international standards to corporate practices, this forum points in the same direction: psychological safety and inclusion need to be integrated into daily management and subject to review and improvement. With the 2027 labor inspection listing workplace bullying prevention as one of the three main themes, companies need talent who can identify risks internally and review systems. To this end, Wusi Media has launched the DNV-licensed "ISO 30415 × ISO 45003 DEI and Psychological Safety Internal Auditor Dual Certification Class," based on two international standards and combined with DEI practices, to help companies cultivate internal talent who can implement inclusion and psychological safety into their systems and conduct self-audits and improvements.

Moving forward amid change, inclusive action is the strength of the organization. Wusi Media will continue to use the Diversity and Inclusion Vision Award as a platform, working hand in hand with enterprises to make inclusion the core driving Taiwan forward.

Images (from left to right) | Chen Yizhen, co-founder of Wusi Media; Wang Zhaoqing, CEO of Peng Wanru Cultural and Educational Foundation; Wang Qunxiao, Professor and Deputy Director of International Affairs at the Graduate Institute of Human Resource Management, National Central University; Ding Lingjuan, founder of the Influence Brand Academy; Cai Yuling, co-founder of Lici International Technology Law Firm / Honorary Chairperson of the Taiwan Women Directors Association / Chairperson of the Asia Fintech Alliance; Chen Meiling, Chairwoman of Taiwan Local Revitalization Foundation; Chang Weixuan, founder and CEO of Wusi Media; AAMA Yen Lou-You, Co-founder of the Taipei Cradle Project; Hsieh Chen-Wei, General Manager of Lien Wei International Certification Agency (DNV); Huang Chien-Tse, Chief Operating Officer of Audit Services at Ernst & Young; Wang Yi-Wen, CEO of Taiwan Digital Enterprise Association; Chiu Chun-Chih, Chairman of Taipei Shengyao Social Charity Foundation; Yuan Chang-Chieh, Program Manager of IC Voice; Chuang Chia-Jung, Deputy Director of the Professional Certification Training Center at the Extension Education Department of Chinese Culture University; Chang Yun-Wei, Executive Director of the Taiwan Agility Association, Ruan Meiying, Marketing Planning Director of the LGBTQ Consultation Hotline; Lin Zhongyi, CEO of the Rainbow Equality Platform Association; Zhang Manling, Deputy Executive Director of the Ai Meng Family Cultural and Educational Foundation; Ye Youqing, Secretary-General of ICFT Secretariat of the Taiwan Chapter of the International Coach Alliance; Zeng Mengyi, Director of Administrative Development at the Garden of Hope Foundation; and Guo Fuzhi, Operations Director of Wusi Media.

Jury for the 5th Diversity and Inclusion Vision Award (sorted by surname stroke count)

• Ding Lingjuan (Founder, Influence Brand Academy)
• Wang Zhaoqing (Executive Director of Peng Wanru Cultural and Educational Foundation)
• Wang Qunxiao (Professor and Associate Dean of the College of Management, Graduate Institute of Human Resource Management, National Central University)
• Wu Wei-Ting (Associate Professor, Institute of Gender Studies, Shih Hsin University)
• Chen Mei-Ling (Chairperson of the Taiwan Local Revitalization Foundation)
• Chen Qingxiang (Former Chairman of the Taiwan Corporate Governance Association, Former President of Deloitte Group)
• Tsai Yu-Ling (Co-founder of Lici International Technology Law Firm, Founding Honorary Chairperson of Taiwan Women Directors Association, Chairperson of the Asia FinTech Alliance)

For the complete list of winners, please see: https://womany.net/dei/awards/ceremony