CnetG Asia’s Post

Global Leadership Through Diversity, Equity, and Inclusion Lenses In today’s interconnected world, global leadership demands an understanding of diversity, equity, and inclusion (DEI). True leadership, whether in government, business, or civil society, requires more than just financial acumen or strategic prowess; it necessitates a profound commitment to ensuring that all voices—particularly those of historically marginalized communities—are heard and valued. As organizations and nations look to navigate the complexities of a globalized world, the principles of DEI should serve as a guiding framework. Scholars like Dr. Cornel West and Dr. Robin DiAngelo have highlighted the importance of dismantling structural inequities to foster inclusive leadership. Their work calls on leaders to recognize and challenge their own biases, ensuring that decision-making is inclusive and equitable. In the corporate world, companies such as Google and Salesforce have established DEI initiatives to build more inclusive work environments and reduce disparities. These corporations demonstrate how DEI efforts can positively impact both employee satisfaction and organizational performance. For global leadership to be truly effective, it must reflect the diversity of the societies it aims to serve. Dr. Bryan K. Hickman’s research on DEI emphasizes the need for systems that not only promote diversity but also foster meaningful inclusion and equity. As the world faces challenges like climate change, economic inequality, and political instability, global leaders must ensure that DEI is not just a rhetorical concept but a fundamental aspect of their leadership. Incorporating DEI into global leadership strategies can help create a more just and sustainable future, where all individuals, regardless of background, have the opportunity to thrive. #GlobalLeadership #DiversityEquityInclusion #InclusiveLeadership #DEI #SocialJustice #OrganizationalChange #CorporateDiversity #LeadershipDevelopment #Equality #AllRightsReservedDrBryanHickman2025

Promoting diversity and inclusion on boards is not just a moral imperative but a strategic advantage. Diverse boards bring together a variety of perspectives, experiences, and insights that can enhance decision-making and drive innovation. Studies show that organizations with diverse leadership teams are better positioned to understand and meet the needs of a diverse customer base, leading to improved performance and a competitive edge in the marketplace. By fostering an inclusive environment, companies can attract and retain top talent, ultimately contributing to their long-term success. To achieve meaningful change, organizations must actively implement strategies that promote diversity at the board level. This includes setting clear diversity goals, revising recruitment processes to eliminate biases, and fostering a culture that values inclusivity. Moreover, training and development programs focused on inclusive leadership can empower board members to embrace diversity as a core value, ensuring that all voices are heard and considered in the decision-making process. The journey towards diverse and inclusive boards is ongoing and requires commitment from all stakeholders. It’s essential to regularly assess progress, share best practices, and hold leaders accountable for their diversity initiatives. By prioritizing diversity and inclusion, organizations not only enhance their governance practices but also contribute to a more equitable society. Let’s champion diverse leadership today for a better tomorrow! For more inquiries, mail us at info@corpgovnigeria.org #BoardPolicies #InclusionandDiversity #Advocacy #CorporateGovernance #SCGN #CorporateGovernance #Management #Business #Governance #BusinessConsultant #CorporateGovernanceCodes #BoardManagement

The evolution of Diversity, Equity, and Inclusion is underway, demanding a strategic approach that integrates facts and the business case. At our recent Executive Breakfast, we delved into key themes shaping this evolution: - Emphasising the business case: Leveraging facts and figures to comprehend the true impact on the bottom line. - Inclusive decision-making: Engaging business functions in weaving an inclusive lens into daily operations. - Leadership accountability: Cascading inclusive practices to senior teams and people managers, outlining actionable next steps. - Equity through data: Targeting gaps and combating diversity fatigue by utilising diversity data and implementing meaningful measures. - Understanding and accountability go hand-in-hand: Ensuring leadership and the wider organisation gets it and is held to account on delivering non-performative change. - Realistic implementation: Focusing on a strategy that delivers on quality over quantity to embed lasting change effectively. Moving forward, leadership must continue to champion inclusive behaviours and decisions daily. Special thanks to Cordelia Osewa-Ediae FRSA and Sarah Garrett for co-facilitating and to DLA Piper for hosting. A heartfelt appreciation to Dennis Wallestad, Derek McCrone, David Ampaw, Harinder Bansal BEng CIPS, Jessica Hill (FCIPD), Jillian Armstrong, Mark Atkin, Matthew Hamilton-James, Phillip Nash, Ramona Williams,Timo Lehne, Samantha O.,Sandra Isibo, Ryan Atkinson, Toyin, Irene Adeyinka,Safia Ann K.,Liam Cowell, Neil Bowker, Prag Sivaguru, Saria Joomun for their invaluable contributions to the conversation.

𝐓𝐡𝐢𝐬 𝐩𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐢𝐦𝐚𝐠𝐞 𝐦𝐚𝐝𝐞 𝐦𝐞 𝐭𝐡𝐢𝐧𝐤 𝐨𝐟 𝐨𝐮𝐫 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 #𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 #𝐄𝐒𝐆 𝐞𝐜𝐨𝐬𝐲𝐬𝐭𝐞𝐦 𝐚𝐧𝐝 𝐢𝐭’𝐬 𝐥𝐚𝐜𝐤 𝐨𝐟 𝐛𝐥𝐚𝐜𝐤 𝐚𝐧𝐝 𝐀𝐬𝐢𝐚𝐧 𝐬𝐩𝐞𝐜𝐢𝐚𝐥𝐢𝐬𝐭𝐬. It showcased Simone Biles, showing honour to Brazilian Gold medalist Rebeca Andrade! We all know that Diverse leadership fosters innovation and inclusivity so WHY are we not acting upon it in our industry? I want us to Imagine a sustainability podium with black and Asian sustainability and ESG leaders celebrated for their contributions. This is why We must support education, training, and inclusive workplace cultures to achieve this. This is why Let’s break barriers and build a diverse sustainability sector together. 𝐒𝐡𝐚𝐫𝐞 𝐭𝐡𝐞 𝐧𝐚𝐦𝐞 𝐨𝐟 𝐚 𝐛𝐥𝐚𝐜𝐤 𝐚𝐧𝐝 𝐀𝐬𝐢𝐚𝐧 Sustainability 𝐥𝐞𝐚𝐝𝐞𝐫 𝐲𝐨𝐮 𝐚𝐝𝐦𝐢𝐫𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐜𝐨𝐦𝐦𝐞𝐧𝐭𝐬 ⬇️ 𝐚𝐧𝐝 𝐈 𝐰𝐢𝐥𝐥 𝐜𝐨𝐦𝐩𝐢𝐥𝐞 𝐚 𝐫𝐞𝐩𝐨𝐫𝐭 𝐜𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞𝐦 The time is NOW for change ⭐️⭐️⭐️⭐️ Follow/ DM me to learn about the latest ESG Supplychain and employee engagement trends and Capacity Enablement best practices ⭐️⭐️⭐️⭐️ #Sustainability #DiversityInLeadership #BlackExcellence

Let’s embrace leadership that doesn’t just include but empowers: Our 2025 global summit theme, Inclusive Leadership – Shaping Sustainable Workplaces, reflects this commitment to transforming workplaces for a sustainable future. Inclusive leadership goes beyond merely inviting diverse voices—it’s about amplifying them to spark innovation, improve performance and build workplaces that thrive in the long term. Leaders who embrace inclusion are not just shaping better organisations; they’re creating a blueprint for a sustainable future where people, profit and purpose align. At the 11th annual Womenomics Global DE&I Summit 2025, we’re diving deeper into what it means to lead inclusively and will explore how the principles of inclusion can: ⭐Build more resilience into your organisation ⭐Impact your overall ESG implementation ⭐Unlock the potential of neurodiversity ⭐Drive profit with purpose   Save-the-date for an inspiring afternoon on the 3rd June 2025 at the iconic Royal Danish Opera in Copenhagen, where global thought leaders, change-makers and innovators will gather to describe the workplaces of tomorrow. Together, we can transform ideas into action and challenges into opportunities.   Don’t miss your spot and buy your early-bird tickets now: https://lnkd.in/d5bBeHFX   Thank you to our dedicated strategic partners for their ongoing support: A.P. Moller - Maersk, BMW Danmark, Hempel A/S, HUGO BOSS, PwC Danmark, The Estée Lauder Companies Inc., UBS, British Embassy of Copenhagen and IE University   #DiversityEquityAndInclusion #WomenomicsCPH #GoAboveAndBeyond #InclusiveLeadership #Neurodiversity #Intersectionality

"Diversity Matters Even More" presents a compelling argument for the significance of diversity in leadership. The report reinforces the correlation between diversity and financial success and emphasizes the broader, holistic advantages of diversity. Today's businesses face mounting demands to balance financial performance with social and environmental responsibilities. Embracing diversity provides a way forward. The report calls on organizations to go beyond making small, incremental strides and take bold action to unlock the full potential of diverse and inclusive leadership. #deib #leadership #finace

⭐ FREE Equity Leadership Mindset Report! ⭐ What’s the difference between equality and equity? Equality can be seen as splitting things equally, for example giving everybody an equal share of something. On the other hand, equity is thinking about what people need to make things fair. Equity understands that everyone’s needs are different. Seeing the individual, recognising that everyone has a different starting point, and providing people with tailored support and resources all help to create equality, enabling everybody to compete on a level playing field. This report provides an overview of how to integrate fair and inclusive leadership practices and develop an equity leadership mindset, as well as clear takeaways to shape a personal action plan that will help in creating inclusive and equitable organisational cultures for all employees. Download the FREE report from this post, or by clicking the link here. No email sign up required: https://lnkd.in/eQMW_x-f or https://lnkd.in/eEx-2shX #Leadership #Equity

✨New date and time!✨ Join us on February 11, 12-1PM for Leading with Inclusion: What Now? — the first webinar in YW Boston’s ongoing series on advancing diversity, equity, and inclusion. Expert panelists Carolyn Brunis Luc, Christina Joseph, and Eric Nguyen will share practical strategies for navigating these turbulent times and offer an inspirational roadmap for DEI leaders. Together, we’ll explore: 💡How to drive meaningful DEI outcomes in a climate of political and social resistance, including potential legislative actions and executive orders. 💡Ways to strengthen your organization’s commitment to inclusion amid competing pressures. 💡How to lead with intention, fostering a culture of belonging and resilience. Register today: https://buff.ly/4iXtqM1 This webinar is part of Leading with Inclusion, a series designed to explore how we can move DEI work forward, even in the face of growing challenges. This series will provide insights and strategies to help you lead with clarity, focus, and intention, ensuring that DEI efforts continue to thrive.

Inclusion makes business sense because diverse teams drive innovation, enhance decision-making, and improve organisational performance. By fostering a culture of belonging, companies can attract top talent, retain employees, and better connect with diverse markets. This webinar is a fantastic opportunity to explore actionable strategies for advancing DEI and building resilience in today’s complex environment. Looking forward to insights from the expert panel on February 11th! ✨ #InclusionMatters #DEILeadership #BusinessSense"

Driving Diversity, Equity, and Inclusion: It Starts at the Top “In the tapestry of leadership, diversity, equity, and inclusion are not mere threads, but essential colours that illuminate the strength and richness of the whole.” Organisations thrive when they harness the power of diverse perspectives, foster an equitable environment, and cultivate a culture of inclusion. But how can we truly embrace these principles from the top down? 1. Leadership Commitment: First and foremost, leaders must commit wholeheartedly to DEI. This means not only acknowledging its importance but actively championing it in every decision, policy, and initiative. 2. Education and Training: Invest in ongoing education and training programs for all employees, with a focus on unconscious bias, cultural competence, and inclusive leadership skills. Knowledge is the foundation for change. 3. Transparent Communication: Create open channels for dialogue where employees feel safe to voice their experiences, concerns, and ideas related to DEI. Transparency fosters trust and collaboration. 4. Accountability and Metrics: Establish clear DEI goals and regularly measure progress towards achieving them. Hold leaders accountable for fostering an inclusive culture and driving meaningful change. 5. Recruitment and Retention: Implement unbiased recruitment practices to attract diverse talent and ensure equitable opportunities for advancement. Focus on creating an inclusive environment where all employees feel valued and supported. 6. Community Engagement: Engage with diverse communities both internally and externally to understand their unique needs, perspectives, and contributions. Building strong relationships enriches the organizational culture and broadens its impact. 7. Continuous Improvement: DEI is not a one-time initiative but a journey of continuous improvement. Regularly review and refine strategies, policies, and practices to adapt to changing needs and challenges. By embracing these strategies and embedding DEI into the fabric of our leadership, we can create organisations that not only reflect the diverse world we serve but also leverage the power of diversity to drive innovation, foster creativity, and achieve sustainable success. Let’s commit to weaving these essential colors into the tapestry of our leadership, creating a vibrant and inclusive future for all. #DEI #Leadership #InclusionMatters #OrganisationalSuccess