By Rafidah Rashid, Managing Director, Golin DEI APAC Lead
Drive systemic change.
Champion bold initiatives.
Lead transformative efforts.
Advice I hear on a daily basis. While these phrases suggest monumental campaigns, my approach as a Diversity, Equity, and Inclusion (DEI) leader lies in the transformative power of daily actions rather than headline-making spectacles.
At the heart of effective DEI efforts is providing a sense of belonging for every employee, regardless of background. This is not merely achieved through standalone initiatives but through persistent efforts at inclusivity in daily actions.
The power of these incremental acts takes us to a place where Inspiring Inclusion is not only an aspiration but a reality. On this momentous March occasion, I highlight my approaches:
- Unravel the nuances
To be truly diverse, I believe we first need to be inclusive, look inward and celebrate our own people. In Singapore, we returned to basics and recognised our rich multicultural society (our cultural heritage includes Chinese, Malay, Indian and more) by understanding each culture’s festive holidays. We scratched beyond the surface, marking each occasion with not only a celebratory meal but also a focused workshop to glean a deeper education of customs and traditions during festivities like Lunar New Year, Hari Raya and Deepavali. It wasn’t just another public holiday – it was an honouring of the sacred meaning it held for others.
- Inspire fearless authencity
One cornerstone of DEI at Golin is the advancement of mental well-being and neurodiversity—a key part of making each of us the person we are. We undergo continuous training to understand the unique strengths each team member brings to the table. In Asia, we are paying particular attention to an area often unnoticed and therefore underserved—cognitive diversity and behaviour in the workplace. This ongoing commitment ensures that everyone feels appreciated for their unique contributions, making Golin a place where everyone can be their authentic selves.
- Converse from fresh angles
In Asia, we are having open discussions about ageism, beginning with a dialogue on the value of a multi-generational workplace. For the first time, we gathered employees of varying ages to candidly discuss their experiences and devise innovative approaches to harness the full potential talent in an age-diverse workplace.
DEI is not the exclusive responsibility of DEI leaders; it is a collective effort and a shared responsibility that requires engagement from every employee. Senior leaders, entry-level employees and everyone in between has a role in championing diversity, equity, and inclusion.
To close – DEI is not a project with an end date. It’s something that needs to be woven into our organisational DNA. As we look to the future, let’s embrace the idea that true inclusivity is not simply about grand gestures but the accumulation of daily acts that undeniably reflect our commitment.
Golin Global’s 2024 DEI priority is Taking Action: Advancing Mental Wellbeing and Neurodiversity.