WFM #7: Edwin Seah on DEI Strategy, Allyship, AI, Intergenerational Workforce

?"Women's Future Month (WFM)" - Conversations on Tomorrow's Work

During Women's History Month in March, I started conversations on the #FutureofWork through a series of interviews - with both woman and men. Discussions on the meta themes shaping the future workplace.

"But Women's History Month was in March, we're now into May?!" That's true. But these conversations apply all year round, not just in March. So, we're going to space these out and publish over the next few months. ??

Previous Interviews:

Interview 1: Ruma Balasubramanian, MD at Google Cloud, shares insights on #GenerativeAI, the #FutureSkills that will pave the Future of Work, and invaluable career advice. Catch up on Ruma's insights here.

Interview 2: PingPing Han, founder of the startup Aloha, discusses woman-led #startups, #sustainability, the #GreenEconomy, and the future of #GreenJobs and careers. Click here for PingPing's guidance.

Interview 3: Jessica Yu, from Dow Jones, offered her unique perspectives as a millennial on Hiring/Retaining #AsianWomen, Work/Life Harmony and the #IntergenerationalWorkplace. Click here for Jessica's interview.

Interview 4: Sital's 85-year-old mother. My tech savvy mum talks about her experimentation with #ChatGPT and potential Job Disruption resulting from #GenAI. Plus, some practical advice on #MentalHealth. Click here for hear mum's views.

Interview 5: Robyn Dittrich GAICD from BHP - the world's biggest mining company. Robyn talks about the #GreenEconomy, Careers in #Sustainability and Woman's Leadership in Male-dominated industries like Mining, Oil & Gas, Manufacturing and Technology. Catch up here on Robyn's insights.

Interview 6: Vivek Puthucode from Microsoft talks about Allyship, Artificial Intelligence and the future of jobs in Education and Healthcare sectors. Along with the career advice that he's sharing with his daughters before they enter an AI enable workplace Click here for Vivek's views.

Today's guest is Edwin Seah , Director at the DEI Consulting firm, INCLUDE.

Edwin Seah (he/him/his) has over a decade of experience in talent management and recruitment in APAC and the Middle East.

In his current role, Edwin works with clients to advance their skills and knowledge in DEI by designing innovative training strategies and programmes.

Prior to joining INCLUDE, Edwin held senior recruitment roles at Deliveroo and at Microsoft where he was a key contributor across talent management, recruitment and learning & development functions.

Edwin is also on the leadership team of Lean In Singapore, a volunteer-led organisation with over 3,900 members that encourage women to build peer-to-peer support networks.

Edwin graduated from Singapore Management University (SMU), he has a background in marketing, and he is an ACLP certified facilitator.

SITAL: Edwin, thanks so much for making time to share your expertise in these conversations.

To kick off, can you walk us through your career journey and how it led you to specialize in Diversity, Equity, and Inclusion (DEI) consulting. What pivotal moments or mentors have shaped your path, especially in relation to your advocacy for gender equality and inclusion?

EDWIN: Thanks, Sital, for including me in these important conversations.

My journey to specializing in Diversity, Equity, and Inclusion (DEI) consulting wasn't a straight line, but rather a path paved with unexpected experiences and inspiring mentors. It all began in university when I stumbled upon AIESEC , the world's largest youth organization. While taking on various roles from business development to operations, I was struck by the incredible diversity of the people I worked with.

Following AIESEC, I landed an HR role at Microsoft. There, I met Shoon Lim , a current friend and mentor who introduced me to the world of DEI. As she explained the intricacies and impact of this field, a spark ignited within me. I knew this was the direction I wanted to take my career, but also recognized the need to build my credibility and gain experience.

However, being a Singaporean Chinese male, I lacked personal insight into the challenges faced by underrepresented groups. To bridge this gap, I volunteered at Lean In . This experience opened my eyes to the specific barriers that women encounter in the workplace. Armed with this newfound understanding, I began integrating a DEI lens into my HR and recruitment roles. I actively sought out opportunities to champion DEI initiatives, both independently and within the companies I worked for.

This dedication continued when I joined Deliveroo, then a thriving startup. In my role focused on hiring for key roles across the Middle East and Asia Pacific, I championed initiatives like monitoring recruitment diversity and rolling out DEI training for hiring managers.

As the pandemic hit, I knew it was time for another pivot. Thankfully, INCLUDE a DEI consulting firm, was hiring! This was the perfect opportunity to leverage my accumulated experience and passion to directly help organizations build more diverse, equitable, and inclusive workplaces.

SITAL: What a fascinating journey and blend of experiences!

Over the years, I know you've been an active supporter of HeForShe , can you share how this initiative has influenced your approach to DEI work? What are some practical steps you believe men can take to be better allies?

EDWIN: #HeForShe has fundamentally shaped my approach to Diversity, Equity, and Inclusion (DEI) work. This powerful initiative opened my eyes to the critical role men play in achieving gender equality. Traditional solutions often focus solely on empowering women, which, while well-intentioned, overlooks a key aspect: engaging men as active participants in the solution.

HeForShe taught me how to communicate DEI in a way that resonates with men. It's not about creating a resource scarcity mindset, but rather expanding the pie for everyone's benefit. Through exposure to the initiative, I gained a deeper understanding of the unique challenges men face when advocating for DEI. They often want to contribute but might feel unsure of how to proceed.

So, begs the question, how can men take to become better allies:

1.??? Acknowledge Your Privilege: This step can be uncomfortable because it might feel like diminishing your hard work. However, it's about recognizing the additional barriers faced by marginalized groups who strive for the same outcomes.

2.??? Ask and Reach Out: Don't assume you know the challenges others experience. Ask questions, listen actively, and believe their perspectives.

3.??? Leverage Your Power to Address Inequality: Once informed, utilize your privilege, influence, and power to address inequalities. This can involve sponsoring women for promotion or advocating for inclusive policies.

It's important to remember that allyship isn't about acting on every single issue you hear. Listen, understand, assess the situation fairly, and if you choose not to act and found it not feasible, provide an explanation to the person you're supporting why you have chosen not to. That already speaks volumes that you have heard and respected their perspectives, that’s allyship!

SITAL: From your experience in DEI consultancy, what strategies have you found most effective in creating inclusive cultures within organizations? How do you tailor these strategies to engage not just women, but also men, in the conversation?

EDWIN: From my DEI consulting experience, I've found that creating truly inclusive cultures requires moving beyond the popular, but ultimately ineffective, strategy of unconscious bias training. Here's why. Research shows a lack of evidence that unconscious bias training translates to lasting behavioral change or improved workplace equality. It may even backfire, leading to resentment or reinforcing stereotypes.

Instead, let's focus on strategies that address systemic issues and create lasting change here are 2 examples:

• Transparency in Processes and Policies: In majority of workplaces today, we still hear from staff that it is not often the most clear on what it would take to attain a promotion or a pay increase, it is often very vague and only few are informed on how to get ahead. That’s where transparency comes in! This means clear criteria and decision making processes for promotions, pay increases, and performance evaluations.?Transparency fosters accountability and reduces opportunities for bias. Everyone understands expectations for advancement and can challenge unfair decisions. This fosters trust and fairness, benefiting everyone.

• Sharing Supportive Policies:?Similarly, in most local workplaces, we find that there is a policy for flexible working and parental leave, but if you look at the uptake, it is often adopted by women. This could intentionally create a situation, where it is perceived as a Women’s benefit. The truth is many men privately support extended parental leave and flexible work for colleagues but misjudge peer attitudes. Highlighting the company’s support for parental leave and flexible work arrangement through data and communications can encourage men and everyone else to utilize these options. This promotes work-life balance for all genders.

These evidence-based strategies address systemic bias and benefit everyone. They create a level playing field and encourage participation from all genders in the conversation about inclusion. By focusing on clear processes, supportive policies, and open communication, organizations can build cultures where everyone feels valued and has the opportunity to thrive.

SITAL: Taking a broader perspective on diversity beyond gender - as a millennial, what do you wish more organizations and leaders understood about the unique perspectives and values millennials bring to the workplace.

EDWIN: As a millennial in the workforce, I often wish organizations and leaders would look beyond generational stereotypes and focus on how much we have in common. Highlighting our commonalities, such as a drive for innovation, contribution and providing for our loved ones would be far more beneficial than dwelling on perceived discrepancies. Just as we millennials sometimes fall into the trap of stereotyping Gen Z, this cycle only hinders progress.

The key to building a successful teams lie in identifying individuals with the skills, competencies, and mindsets necessary for success, regardless of age. A diverse team, composed of individuals from various backgrounds and generations, fosters a broader range of perspectives, and has a better chance of navigating today's volatile, uncertain, complex, and ambiguous (VUCA) world.

I recommend organizations to bridge this gap and overcome their assumptions by introducing programs like reverse mentoring. This initiative has received very positive responses because it:

·?????? Provides Mutual Learning: Reverse mentoring pairs senior leaders with younger employees. This allows senior leaders to gain insights into the latest trends, technologies, and working styles preferred by younger generations. Conversely, younger employees benefit from the experience and guidance of seasoned professionals.

·?????? Breaks Down Silos: By working together in a mentoring setting, generations develop a better understanding of each other's perspectives and challenges. This fosters stronger working relationships and reduces misconceptions.

·?????? Boosts Innovation: Exposure to diverse viewpoints often sparks creative problem-solving and innovative approaches. Reverse mentoring can unlock the full potential of a multi-generational workforce.

SITAL: With evolving perspectives on DEI among organizations and employees in recent years, how do you foresee the future of DEI efforts, especially concerning gender equality?

EDWIN: You're absolutely right, the future of DEI in APAC is full of potential, especially with a growing understanding of its importance. Based on the Leishman Hillard DEI Decoded survey revealing that 71% of respondents are somewhat familiar with DEI! It's clear that expectations for organizational investment in DEI will continue to rise. However, I believe these efforts will need to evolve in two keyways:

Nuanced and Contextualized Strategies: Gone are the days of one-size-fits-all approaches. Organizations will need to tailor DEI strategies to their specific regional and cultural contexts, for example, what would work in Singapore would not work in Indonesia.

Expanding Beyond Gender Equality: While gender equality will undoubtedly remain a crucial focus, a broader approach to DEI will emerge. Here are some potential areas of growth:

o?? Ageing and caregiving: Asia is the fastest ageing region in the world, and how we engage with a multi-generational workforce and support employees with caregiving responsibilities is critical

o?? Mental Health: Addressing burnout through support systems and flexible work arrangements.

o?? Race and Ethnicity: Implementing reporting policies and equipping staff to recognise and combat racism.

o?? LGBTQ+ Inclusion: Creating safe spaces and fostering understanding.

o?? Disability Inclusion: Removing physical and cultural barriers that hinder opportunity.

By focusing on these areas alongside continued efforts for gender equality, organizations in APAC can create truly inclusive workplaces that value all employees and unlock their full potential. This will ultimately lead to a more engaged workforce, fostering innovation and organizational success.

SITAL: That's a very helpful summary. Edwin, what advice would you offer to individuals looking to make a meaningful impact in the DEI space? How can they prepare themselves for the future challenges and opportunities in this field?

EDWIN: There are many ways individuals can make a meaningful impact. Here's some best practices that have worked for me:

• Seek Mentorship: Identify established DEI professionals you admire. Reach out and express your interest in learning from their expertise. Many are willing to offer guidance and mentorship.
• Adopt a Evidence-based Approach: Familiarize yourself with research from reputable sources like Harvard Business Review (HBR) to understand what strategies are demonstrably effective in creating positive change.
• Mastering Difficult Conversations: Be prepared to have nuanced conversations about the significance of DEI. Anticipate pushback and equip yourself with facts and data to address concerns and build buy-in.

Remember, the DEI space is constantly evolving. By cultivating curiosity, fostering a growth mindset, and actively honing your skills, you can make a significant contribution to building more inclusive workplaces and fostering a more equitable future

SITAL: With evolving technology, shifting demographics, and changes in the future of work, what unique challenges and opportunities do you see for women professionals? What guidance are you providing to client organizations to navigate these changes and their impact on women in the workforce?

EDWIN: The future of work presents both exciting possibilities and significant challenges for women and other diverse voices in Asia when it comes to in evolving technology such as AI.

Asia has high AI adoption rates (e.g., 73% in India), and if AI datasets lack gender representation, it could perpetuate gender bias. The evolving work landscape, while offering flexibility through remote work, can also create an "always on" culture, impacting women who often shoulder more domestic responsibilities.

However, there are significant opportunities. Upskilling women with in-demand digital skills like data analysis can open doors to new careers created by automation. Encouraging women to pursue STEM fields and leadership roles is crucial, particularly in Asia's booming tech sector.

To help women and everyone thrive in a digital work, organizations should focus on several key areas.

• Bias-free AI Implementation: Partner with diverse teams to develop and implement AI, mitigating gender bias in algorithms used for hiring, promotions, and performance evaluations.
• Reskilling and Upskilling Programs: Invest in programs that equip women with the skills needed to thrive in the digital age.
• Flexible Work Options: Offer flexible work arrangements, remote work opportunities, and robust parental leave policies to support work-life balance for all genders.

By proactively addressing these challenges and capitalizing on the opportunities presented by the evolving workplace, organizations can create a more inclusive environment where all women, regardless of background or role, have the tools and support they need to reach their full potential.

SITAL: Edwin thanks for this wide ranging discussion. For those looking to go deeper, have you some suggested resources.

EDWIN: Let me share some of the sources from the insights shared:??

• Salesforce’s Generative AI Snapshot Research Series?
• Mozilla's Internet Health Report 2022 quoted in Tech for Good Institute Expert Opinion Piece?
• Stanford University AI Index 2021?
• LinkedIn Research partnership with World Economic Forum

SITAL: Edwin, thank you for the valuable insights on some very current topic areas.

For anyone looking to keep up with Edwin's insights and updates, you can follow at his LinkedIn profile.

Previous Interviews:

Interview 1: Ruma Balasubramanian, MD at Google Cloud, shares insights on #GenerativeAI, the skills that will pave the future, and invaluable career advice. Catch up on Ruma's insights here.

Interview 2: PingPing Han, founder of the startup Aloha, discusses woman-led #startups, #sustainability, the green economy, and the future of #greenjobs and careers. Click here for PingPing's interview.

Interview 3: Jessica Yu, from Dow Jones, offered her unique perspectives as a millennial on Hiring/Retaining Asian Women, Work/Life Harmony and the Intergenerational Workplace. Click here to read.

Interview 4: Sital's 85-year-old mother - My mum talks about her experimentation with #ChatGPT and potential #JobDisruption resulting from #GenAI. Plus, some practical advice on #MentalHealth. Click here for hear mum's views.

Interview 5: Robyn Dittrich GAICD from BHP talks about the #GreenEconomy, Careers in #Sustainability and Woman's Leadership in Male-dominated industries like Mining, Oil & Gas, Manufacturing and Technology. Catch up here on Robyn's insights.

Interview 6: Vivek Puthucode, GAICD from 微软 talks about Allyship, Artificial Intelligence and the future of jobs in Education and Healthcare sectors. Click here for Vivek's views.

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