Hong Kong Red Cross’ Post

Every workplace should be a haven where diversity thrives and inclusion flourishes. 🤩 In her powerful piece, "From Policy to Practice – Creating an Inclusive Work Culture," by Workplace Wellbeing, Julia Linehan delves into the vital importance of fostering diversity and inclusion in the workplace. Did you know? 40% of employees still feel excluded at work, but the tide is turning. 🤯 Julia breaks down key strategies for embracing diversity, from education to inclusive policies. Want to know what more you can do? Check out her article for actionable insights and for some easy reading before this bank holiday weekend! ⬇️ #InclusiveWorkplace #Empowerment #Diversity #TheDigitalVoice

Did you know there's a crucial difference between equality and equity in the workplace? Discover how these two concepts impact the creation of a fair and inclusive work environment. Read the full article here: https://lnkd.in/dPgF-EpV #Diversity #Inclusion #Equality #Equity"

Did you know? 🤔 70% of professionals in inclusive and collaborative workplaces feel comfortable taking on new challenges, compared to just 39% in less inclusive settings. Let's strive for inclusivity! 🔗 Learn about the benefits of inclusive cultures: [Unleashing Performance Report]: https://hubs.la/Q02JSw0J0) #Inclusion #WorkplaceCollaboration #ProfessionalGrowth #ORCAHRSolutions

In the end, leaders' capacity to be at ease with candid—and perhaps challenging—discussions about the important topics is what will determine how inclusive their workplace becomes. Through this approach, organizations can effectively start to shift the paradigm, making inclusivity the standard rather than the exception. #DEI #Diversity #Equity #Inclusion #InclusionWins Embracing discomfort in the quest for inclusion at work | theHRD

Equity vs. Equality: Why Fairness Matters More Than Sameness in the Workplace Do you want equality or you'd rather equity? Read this before you decide... Equality and equity are two concepts that are often used interchangeably, but actually represent very different approaches to fairness and inclusion. Equality is about treating everyone the same, regardless of their individual circumstances. It's the idea that everyone should have access to the same resources and opportunities. While this may seem fair on the surface, it fails to account for the unique barriers and challenges that different people face. Equity, on the other hand, is about providing people with what they need to succeed. It recognizes that true fairness requires acknowledging and addressing the inequalities that certain groups have face, and involves allocating resources and support based on individual needs, rather than simply giving everyone the same thing. Imagine a workplace where everyone is given the same standard-issue office chair. For some employees, this may be perfectly adequate. But for others who are taller, shorter, or have physical disabilities, that one-size-fits-all chair may actually prevent them from being able to work comfortably and productively. An equality-focused approach would say that everyone gets the same chair, end of story. But an equity-minded approach would recognize that different people have different needs, and would provide adjustable chairs, ergonomic supports, or alternative seating options to ensure that all employees can thrive. This is just one illustration of why equity is so crucial in the workplace. When we focus solely on equality, we risk perpetuating systemic barriers and disadvantages that certain groups face. Equity, however, allows us to create a level playing field and empower everyone to reach their full potential. Of course, the specific balance between equality and equity will depend on the situation. In some cases, equal treatment may be appropriate and sufficient. But in many instances, true fairness requires going beyond sameness and addressing the unique needs and circumstances of different individuals and groups. As leaders and management professionals, (esp. in communications) it's our responsibility to carefully examine our strategies, campaigns, workplace cultures, policies and practices, through an equity lens. Where is it falling short in providing the tailored support and resources that different stakeholders need? How can we dismantle the structural inequities that have historically excluded or disadvantaged certain groups? These are essential if we want to build brands, and communities that are truly inclusive, equitable, and primed for everyone to succeed. By prioritizing equity over mere equality, we create environments where fairness isn't just a buzzword, but a lived reality. #equality #equity #professionals #communication

📣 Asia Link Community Event - The Evolving Landscape of DE&I in Asia 👏 Thank you to all attendees! 👉Learn more about the DIAN Network: https://ow.ly/C6PJ50RbY9u ---------- 🌏 We are extremely grateful to everyone who joined us for the Asia Link Community Event! Your participation and engagement made our roundtable discussion on ‘The Evolving Landscape of DE&I in Asia’ a resounding success. Special thanks to everyone who contributed to the conversation. Here are some of the key takeaways: 👉 Diversity, Equity and Inclusion hold importance in commercial business management in Asia, with expected increased investments in the coming years. 👉 Limited DE&I backlash in the Asia-Pacific region prompts proactive discussions, with DE&I roles affected by broader organizational changes. 👉 Advancements in LGBTQ+ inclusion across Asian countries, highlighting legal changes and progress, alongside existing challenges. 👉 Employee perceptions show strong support for DE&I programs, but obstacles persist for women at work, emphasizing the importance of promoting women leaders. 👉 Increased investments in wellbeing across the Asia-Pacific region underscore concerns about mental health issues among workers, highlighting the need for effective workplace wellbeing initiatives. We look forward to continuing this journey together of shaping a more inclusive future! So, stay tuned for more events and updates! 📩If you'd like to be a part of our Asia Link Community or learn more about DIAN, reach out to us at dian@communitybusiness.org. #IMPACTxAsia #DIAN2024 #DEI #Asia #DandI #Diversity #Equity #Inclusion #Equality

Equity in the workplace involves recognizing and addressing systemic barriers, biases, and historical disadvantages that certain groups or people may face, and providing specific and targeted resources, support and tools to help them achieve success. There is nothing divisive about equity. Imagine these groups at work: single parents; employees who are taking care of their aging and/or ill parents; people with physical disabilities; neurodiverse people --- they can't all be (just) treated "equally", because they don't need the same support or tools. They need to be (also) treated equitably. Maybe a single parent needs flexible working hours, and perhaps a person with a physical disability needs specific support to access the office building. Do you see anything wrong with that? We hope your answer is "no, there is nothing wrong with that". That's equity. Equity is not the same as equality. While equality means treating everyone identically, providing the same resources and opportunities to all, equity recognizes that people have different starting points and needs. Equity focuses on providing tailored support to achieve fair outcomes. Equality assumes a level playing field, while equity acknowledges and addresses existing imbalances. In essence, equality emphasizes sameness in treatment, whereas equity strives for fairness in results. So why is equity the cornerstone of diversity, inclusion, and belonging? Simply put, these concepts cannot truly exist without equity. Equity addresses the root causes of underrepresentation and exclusion by tackling systemic barriers that prevent certain groups from fully participating and succeeding in the workplace. It enables meaningful representation by providing fair opportunities for diverse talent to enter and advance within organizations. Equity creates the psychological safety necessary for inclusion. When people feel they're treated fairly, they're more likely to contribute their unique perspectives and feel included in the workplace community. This sense of inclusion, in turn, fosters a genuine feeling of belonging – where all employees can bring their whole selves to work and feel valued for their contributions. Without equity, diversity initiatives struggles to create lasting impact or retain diverse talent. It's not enough to simply hire a diverse workforce; organizations must also ensure that all employees have equal and equitable opportunities to succeed and advance. This is where equity plays a crucial role, sustaining long-term change and creating an environment where diversity flourishes. While diversity, inclusion, and belonging are important goals, they cannot be achieved without a strong foundation of equity. By prioritizing equity, organizations can create a workplace where everyone has a fair chance to succeed, contribute, and feel that they truly belong. This not only benefits everyone, but also leads to more innovative, productive, and successful organizations.

Equity strives for fairness in results. When you start with the assumption that accommodations can help your employees contribute, every one wins. Want to hear more about how you can make your workplace equitable? Let’s talk! #dei #inclusion #hr #workforce #leadership #workplace #humanresources #deitraining #employer

At our Community Business DIAN Asia Link Community Events, we talk to Global DEI Heads / Chief Inclusion Officers to get them up to speed on emerging trends in APAC to give them a view to take back for considerations for global strategic planning to have a local approach to the nuanced realities in Asia. #communitybusiness #dei #inclusiveAP #diversityandinclusionAP

Inclusion Score Helps Gauge DE&I Performance “Organisations across Ireland have shown improvements of up to 10 per cent in fostering diverse and inclusive workplace cultures in the last two years, with the public sector making the most progress, showing an average sector improvement of 9.4 per cent. An organisation’s Inclusion Score is calculated based on diversity and inclusion (D&I) benchmarking data gathered by the Irish Centre for Diversity. The details have been compiled from more than 130 organisations across Ireland that between them employ more than 120,000 people across both the public and private sectors.” #Inclusion #Diversity https://lnkd.in/e4smJYGw