Amidst the global evolution of Diversity, Equity, and Inclusion (DEI) efforts, the pressing question remains: How do we integrate them into our workplaces successfully?
DEI are not just buzzwords for me; they are fundamental principles shaping our modern workplace.
In my role as the Executive Director for SGTech, I firmly believe that leadership plays a crucial role in fostering a culture of inclusion, and this commitment starts from the top. SGTech comprises individuals from diverse disciplines, backgrounds, experiences, and skill sets, all united in our cause.
We are committed to continuous learning and transformation, emphasising the importance of thinking differently, keeping an open mind, and being receptive to emerging trends locally and globally. Inclusion is integral to our organisation’s ethos as we build our Secretariat and tech community.
SGTech is dedicated to enabling anyone who wishes to join the tech workforce, irrespective of their current qualifications, skill sets, gender, culture, ethnicity, or age. This commitment also extends to our team at SGTech, ensuring that we embody the inclusive values we advocate for.
Drawing from experience, achieving inclusion requires a multifaceted approach. In fact, we suggest pushing for skill-based hiring, where individuals are evaluated based on their competencies rather than traditional qualifications. This approach promotes diversity and ensures that the workforce is equipped with the necessary skills for the job.
Additionally, cultivating an attitude of lifelong learning within the organisation is crucial. This involves encouraging employees to continuously develop their skills and knowledge, fostering a culture where learning is valued and supported at all levels. These efforts can help create a more inclusive and dynamic work environment where individuals are empowered to reach their full potential.
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To inspire inclusion within SGTech, we have implemented several key strategies.
We have a clear organisational structure and unbiased HR hiring policies to ensure fair hiring practices. This includes defining roles and responsibilities to support hiring based on the right skills. We want to continuously foster a culture of learning and development, which we achieve through year-long programs that encourage and reward upskilling and reskilling, enabling skills exchange, training, and talent development within teams and across the organisation.
Promoting mindfulness is another crucial aspect, encouraging individuals to refrain from judging others based on appearances, be aware of perceptions, and use language that is respectful and inclusive. Providing open feedback channels, conflict resolution mechanisms, and access to counselling as needed has further enhanced inclusivity and supported employee well-being.
We also plan to continue walking our talk by embracing diversity in all its forms. Currently, our permanent hybrid working model fosters a more flexible and adaptable work environment and also significantly facilitates the seamless transition for mothers returning to full-time employment, thereby promoting inclusivity and flexibility within our workforce.
In addition, we also work on maintaining a workforce that spans a wide range of ages, from fresh graduates to individuals in their post-50s, and welcome interns from Institutes of Higher Learning.
We recognise and value the skills and experience that each of our colleagues brings to the table, fostering an environment where everyone feels valued and included. Our goal is to build a lifelong learning and growth culture where every individual feels valued, respected, and empowered to contribute their best.
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