Whitepaper:

How and why leaders should drive inclusion in Singapore

As recently as 2019, Singapore was ranked as the second-worst performing country in terms of DEI practices, with one in four workers experiencing bullying.

Another report, in 2022, found that seven out of 10 Singapore firms do not have a formal approach to DEI policies and practices, and that only 29% of Asian executives surveyed are satisfied with their organisation’s DEI progress.

Even as more organisations recognise DEI as a key element of success, there is still plenty of room for improvement. The issue, though, is that inclusion does not just happen – it can only start and flourish with leaders that intentionally practise it in their workplaces.

A new whitepaper by Kincentric dives deep into why & how Singapore leaders can drive inclusion in their companies. Key takeaways include:

• Diversity, Equity and Inclusion (DEI) are three distinct but interrelated concepts: Understand their definitions, contexts, and examples.
• Ignore DEI at your own peril: Data shows inclusion is a critical driver of engagement, team agility and retention; inclusive teams are 3.8x more likely to validate ideas before making a decision.
• The various forms of exclusion in our daily lives: Such as feeling demeaned or put down because of one’s cultural background, ethnicity or race, gender, sexual orientation, ability, age, or religion.