H&H Group’s Post

How do we make businesses and society stronger? By embracing the world’s diversity of cultures, nationalities, beliefs, ethnicities, genders, identities, and abilities. We are convinced that diverse teams are better teams - delivering better results and letting people grow and develop. On today’s World Day for Cultural Diversity for Dialogue and Development, we want to celebrate our employee resource groups and their great work to create an inclusive environment and a safe space for people every day – and all our employees at Kao and their individual backgrounds! ❤️ We believe that bridging the gap between cultures is urgent and necessary for peace, stability, and development. This is why today we are joining the many voices that help promote the importance of cultural diversity. #Diversity #CulturalDiversity #ESG

We need to make kindness louder, says Abu Sofian, Sales Speaker. Intelligence quotient (IQ) and emotional quotient (EQ) are necessary, but it is crucial for us to keep our humanity, he adds. As such, kindness quotient (KQ) will be key, especially in the light of technology advancements. What strategies can be employed to foster a culture where kindness is as valued as productivity? Share your thoughts in the comments below. #IOTD #kindness #humanity

Discover how I turned stress into success, leaving behind the 'trailing spouse' label to build Expert Evaluation in Hong Kong! This week I'm celebrating one year living in Hong Kong. Oh what a year! Hong Kong has an incredible culture, wonderful and kind people and a drive to be more inclusive. I've been welcomed into the DEI community, Hong Kong is the perfect place for Expert Evaluation. Which provides research and evaluation to accelerate culture change and evidence initaitves. I'm originally from the UK, and moving meant I had to give up my job, and I wrestled with the idea that supporting my husband's dreams meant putting my career on hold – I've never been more stressed. When I first arrived in Hong Kong. I was met with questions like 'what does your husband do?' and was identified as a ‘trailing spouse’. Being career-driven this lens felt uncomfortable, and I struggled to relate. Indeed, I still struggle to identify as a 'dependent'. Starting Expert Evaluation is the ultimate win-win for me and my career. It's where my values align perfectly. I firmly believe in data-driven decisions, using my expertise to fuel the growth of DEI initiatives and advocate for DEI metrics. I get to do what I'm passionate about: evaluating diversity, inclusion, and equality efforts while ensuring their lasting impact. Hong Kong has truly opened doors for me, and I couldn't be more thankful. If you'd like support measuring your impact, analysing your data or writing the report do get in touch hannah.griffinjames@gmail.com Let's not forget I live in an incredible place, and simultaneously do work I love and support my husband's dream career in football. If you see me at the Football 7s do say Hi! https://lnkd.in/grqrw6qB

𝗦𝗺𝗮𝗹𝗹 𝗦𝘁𝗲𝗽 𝗧𝗼𝘄𝗮𝗿𝗱𝘀 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 In Ryde, a community that embraces over 110 nationalities, diversity truly blossoms. This is the place I call home - a place where I became an Australian citizen, surrounded by friends from every continent, united in being part of this country. Here, our gatherings are rich with the spirit of inclusion, a tapestry of cultures, stories, and connections. Ryde’s multiculturalism serves as a beautiful reminder of the potential for inclusivity in all communities. While not every place shares this level of diversity, the values of understanding and belonging transcend boundaries, bringing us closer together no matter where we are. Sometimes, the barriers we build between us are invisible - shaped by unconscious biases we don’t even realise we carry. Tools like the Harvard Implicit Association Test, endorsed by Diversity Council Australia Ltd, help us uncover these biases and open our hearts to the people around us. It’s through this awareness that we unlock true empathy, allowing us to see each other not as strangers, but as human beings worthy of respect and care. When leaders - at all levels - recognise their biases, they can: • 𝗡𝘂𝗿𝘁𝘂𝗿𝗲 𝗲𝗺𝗽𝗮𝘁𝗵𝘆, building deeper, more meaningful relationships. • 𝗠𝗮𝗸𝗲 𝗳𝗮𝗶𝗿 𝗮𝗻𝗱 𝗸𝗶𝗻𝗱 𝗰𝗵𝗼𝗶𝗰𝗲𝘀 in recruitment, leadership, and everyday interactions. • 𝗖𝗵𝗮𝗺𝗽𝗶𝗼𝗻 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 in a way that creates lasting success for everyone. With greater awareness comes compassion, shaping decisions that create environments where everyone—whether at work, in healthcare, or education—feels like they belong. But it starts with each of us. What small step will you take today to ensure that everyone in your world feels valued and celebrated? 𝗢𝗻𝗲 𝗮𝗰𝘁 𝗼𝗳 𝗸𝗶𝗻𝗱𝗻𝗲𝘀𝘀, 𝗼𝗻𝗲 𝗺𝗼𝗺𝗲𝗻𝘁 𝗼𝗳 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴, 𝗰𝗮𝗻 𝗿𝗶𝗽𝗽𝗹𝗲 𝗼𝘂𝘁 𝘁𝗼 𝗰𝗿𝗲𝗮𝘁𝗲 𝗹𝗮𝘀𝘁𝗶𝗻𝗴 𝗰𝗵𝗮𝗻𝗴𝗲. #Inclusion #Action #SmallSteps

Our member Jeff shared his personal growth experiences and how he has overcome challenges in the workplace, finding self-confidence and direction💙 --------------------------- Overcoming Visual Impairment: A Hong Kong Professional's Journey to Success Jeff Ho, born with a visual impairment that left him with only 10-20% of normal vision, has carved out a successful career in corporate diversity and inclusion in the bustling financial hub of Hong Kong. Despite the challenges he faced from an early age, Ho excelled academically, consistently ranking at the top of his class and earning a spot on the Dean's List. The turning point came in primary school when Ho received access to magnification devices and accommodations, which catalysed his academic performance. Ho's quiet nature and visual limitations led him to prefer the library over the playground, and he developed a voracious appetite for learning. Transitioning to the workforce presented new hurdles, but Ho found his niche through CareER, an organisation promoting inclusive hiring. He now serves as a Diversity, Equity, and Inclusion Officer at Swire Group, where he conducts market research, analyses data, and organises inclusivity events. Ho's supervisor, Mia, who is hearing-impaired herself, praises his meticulous nature and keen analytical skills. Ho encourages others facing similar challenges to focus on their interests and abilities rather than limitations. As Hong Kong's corporate landscape evolves, initiatives like the "DEI@WORK" training program are working to promote workplace inclusion. Ho's story underscores a broader shift towards workplace diversity and inclusion in Hong Kong's competitive business environment, where professionals like him are shaping a more inclusive future for the city's workforce. #InclusiveHiring #InclusiveWorkplace #CareerDevelopment

A few weeks ago, supported by an initiative from CareEr and DEI@WORK, HK Economic Times featured an article about my colleague and direct report Jeff who has a visual disability since birth. My (positive) thoughts about Jeff's excellent work has been captured in the piece.  In this article, Jeff emphasises that hiring people with disabilities is a win-win situation. "I believe that everyone has their own abilities. The key is whether they are given enough opportunities and support." While I may be bias, I couldn't agree more. Ableism, which can be explained as a set of beliefs and practices that discriminate against people with disabilities, is unfortunately very common worldwide. It is rooted in the perspective that people with disabilities are inferior to people without disabilities and require “fixing” to fit in with or adapt to the norm. I question what is the norm anyway, and why should anyone strive for it?  My personal belief is that rather than asking disabled to "fit the norm", how about asking societies, including employers, to "embrace the difference"? Because while Jeff may not have 20/20 vision and I have far from 100% hearing, our differences enable us to view and, when offered, explain the world from a different perspective. This is why some companies are purposefully recruiting individuals with different (dis)abilities and skills - not to be "nice" but to capture those perspectives, which enables these companies to develop more diverse products, services and solutions to serve a broader clientele. Roughly 500,000 people in HK (7.4%) are disabled, with the number set to increase. It's time to embrace the difference. 

Hong Kong is FULL of talent, which is why I am so excited to moderate this panel on behalf of the #WomensLeadershipInitiative at the ULI Hong Kong Conference next week. Talent is flighty in Hong Kong - how do we keep it grounded? The competitive job market means businesses must innovate if they want to attract and retain top players. 🧐 Here are some ideas to kick us off: Constant upskilling and learning opportunities are a must to engage employees in this fast-paced city. 🏙️ Flexible work arrangements show staff you trust their judgement; this breeds loyalty in return. 💪 A strong company culture fosters belonging - make sure your people feel valued for who they are, not just what they produce. Inspiring staff with creative (non-client bound) projects 💭 fosters passionate people; help your teammates spread your message far and wide. 🗣️ Open communication keeps everyone moving in the same direction.🤝 What else can businesses do to cement Hong Kong as a place people want to plant career roots? Join 🎙️ industry leaders: Chan-yau Chong - CarbonCare InnoLab (CCIL)  Claude Touikan – Lead8 Luye YANG - Darchi Digital Recruitment Architects Mathew Gollop – ConnectedGroup as we discuss how to cultivate an environment where talent thrives and people want to come 🌱 Date: Wednesday 23 October 2024  Time: 8:00 AM - 7:00 PM (including networking cocktails) Venue: 1880 SOCIAL, Level 3, Two Taikoo Place, 979 Kings Road, Quarry Bay, Hong Kong 𝐑𝐞𝐠𝐢𝐬𝐭𝐞𝐫 𝐍𝐨𝐰: https://lnkd.in/fFMNYxA #ULIHongKong  #annualconference  #DiversityInRealEstate  #TalentMagnet  #IDEATE5  #breakoutsessions

Pity responds, “Child, you are suffering. I will give you something so that your life will improve.” Compassion responds, “I will never be able to live if any of these things had happened to me! May I sit with you and learn from you how you can be so strong?” It is compassion that drives workers in the community to fully participate in someone else’s life, and in doing so they shed the saviour ego, and transform self-beliefs, perspectives, relations, behaviours, ecosystem and culture. I wish Singapore will become a society with more compassion. But do we have time? And are we able to stop looking for the next new 3-year innovation that stems out of pity, to address what requires decades and decades of decent compassion? It will takes courage and humility from all of us in the social space to stop a vicious cycle. #NationalDay

South Asian Heritage Month offers a moment to celebrate our achievements, share our stories, and recognize the rich cultural contributions of the South Asian community. It highlights both our successes and the challenges we’ve overcome, fostering greater understanding and appreciation of our diverse heritage. While this month is a significant occasion for reflection and celebration, it also serves as a reminder of the need for continuous support and inclusivity. Embracing South Asian talent should extend beyond this dedicated time, ensuring ongoing commitment to diversity and providing meaningful opportunities throughout the year. The benefits to your team and organization: ⭐️ South Asian professionals offer deep cultural insights and innovative approaches that can enhance problem-solving and creativity within your industry. ⭐️ Integrating South Asian voices into your team strengthens decision-making and drives more comprehensive solutions by bringing diverse perspectives to the table. ⭐️ Hiring South Asian talent promotes fairness and inclusivity in the workplace, creating an environment where all employees feel valued and supported. ⭐️ South Asian creatives contribute rich, diverse narratives that broaden your organization's cultural reach and resonate with a global audience. ⭐️ Supporting South Asian entrepreneurs and professionals fuels economic growth and innovation, benefiting both local and broader markets. Please continue to prioritize diversity and inclusion by actively seeking out and supporting South Asian talent in all fields. Together, we can build stronger, more innovative, and more inclusive workplaces. 🙏 #SouthAsianHeritageMonth #Inclusivity #Diversity #SelfAdvocacy

Have you ever considered how your cultural background shapes your assumptions and expectations when building relationships with people? Interestingly, most of us don't give it much thought. But the fact is, cultural differences play a major role in how we connect and interact with others. This article introduces the six core elements of the relationship code: place, power, purpose, privacy, presence, and pacing. The relationship code is a framework that determines where individuals can establish relationships, who can initiate relationships with whom, what kinds of relationships people attempt to form, what types of personal information people share, how people present themselves in the early stages of getting acquainted, and how quickly we expect to develop trust and rapport. There are many examples of how these elements play out in different cultures. For instance, in the U.S., it's normal to engage in small talk, make jokes, and become acquainted with bosses to establish connections. However, in South Korea, where the culture values respect for elders, such actions might even seem inappropriate and disrespectful if one is unaware of the cultural norms. What cultural differences have you experienced when building relationships with people from different parts of the world? https://lnkd.in/ghH-mgHt #workplaceculture #globalhr #humanresources