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Why is it important to prioritize DEI initiatives?

DEI, short for Diversity, Equity, and Inclusion, is a critical component of corporate ESG (Environmental, Social, and Governance) development strategies, with a central focus on people. People are a fundamental element of organizational development. The increasing diversity of the workforce, normalization of remote work, and the reshuffles caused by“Great Resignation”have posed challenges for companies. In this way, some large enterprises in the west have first recognized the importance of DEI. In recent years, this advanced approach to personnel management has also become a key focus in the Chinese market.

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A company that prioritizes DEI initiatives puts people first and considersemployees as valuable assets. Investing in and implementing DEI initiativesare powerful drivers for establishing an outstanding employer brand,enabling companies to become benchmarks in their industries andstrengthen their brand reputation.

35%

35% of employee engagement higher is generated by the inclusiveness of a company.

38%

Companies with diverse teams can increase revenue by 38%.

58%

Businesses that implement DEI initiatives have a 58% chance of significantly enhancing their reputation.

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What constrains DEI initiatives ?

of companies do not prioritize DEI initiatives as high-priority strategic goals.

of companies lack assessment tools to identify gaps in their DEI initiatives.

of companies have not received formal DEI training.

of companies focus on advancing DEI initiatives without paying attention to the results of their DEI investment.

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DEI (Diversity, Equity and Inclusion)

What strategy can bring to the organization

COMPETITIVE ADVANTAGES？

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COSTS

01.When minority and marginalized groups feel unaccepted or unappreciated, employee motivation, engagement, and satisfaction suffer

02.The pressure to assimilate minorities saps energy that could have enhanced job performance

03.Worst case scenario: increased costs of mental illness (stress, depression) and dismissal

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MARKETING

01. Heterogeneous employees can better adapt to different customer needs

02. Members of minority groups can better understand the decisions of customers within the same "subculture.

03. Some marginalized groups prefer to do business with people from the same, similar cultural background

04. Diversity can mean an economic advantage

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EMPLOYER BRAND

01. Companies that actively integrate diversity management are popular employers for minorities

02. Responding to the open mind of the younger generation

03. Creates a positive reputation that gives it a competitive edge when it comes to finding qualified employees

04. Employees who have a heightened sense of belonging and are supported and encouraged by their employers are loyal workers and less likely to change workplaces

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FLEXIBILITY

01. Homogenous companies are often fixed on rigid business plans that fail to adapt to change

02. The reason may be the high pressure for conformity within the boards of homogenous companies

03. An inflexible corporate structure is difficult to adapt to change

04. The DEI strategy supports consideration of alternatives, tolerance, and flexibility

05. Multicultural companies are better at handling uncertainty

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CREATIVITY

01. Diverse perspectives lead to innovative group decisions because they often incorporate unconventional choices

02. The monocultural framework limits employees belonging to marginalized groups

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PROBLEM-SOLVING

01. Homogeneous groups may be able to solve problems faster than heterogeneous groups

02. Heterogeneous groups are often able to find more creative and higher quality solutions because they combine better and broader expertise

03. They also tend to ask more questions than homogenous teams

04. A high sensitivity to opportunities and risks is needed to enable heterogeneity to bring entrepreneurial advantage

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If there's no DEI

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