Struggling to cope with the pressures of Diversity, Equity & Inclusion?
Experiencing viewpoint discrimination among employers and/or employees?
Our network of HR professionals are consulted by government advisories and corporations for their wealth of experience.
Here’s what you get in our speaking programme:
A case for reforming DEI according to Singapore’s cultural values
Insider trends on global and local DEI policies
Case studies about overcoming DEI pressures with prudence
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DEI is Going Sideways
Diversity, Equity and Inclusion (DEI) has taken a wrong turn, with far reaching consequences.
Global Activist Pressure to Favour Certain Affinity Groups
Powerful activist groups and international organisations show partiality to certain identities and political viewpoints and demand companies to enforce political views in the workplace.
DEI efforts may create an expectation of uniformity in values, potentially marginalising individuals with differing beliefs. Instead of promoting viewpoint diversity, DEI might impose homogenous values upon employees.
Discrimination against Companies with Different Values by Harming Investability
Rating agencies conflate sustainability with other political causes when evaluating company ESG scores. Companies that do not adopt politically controversial ideologies might suffer in their sustainability ratings.
Contradictory Policies Marginalise the People DEI Originally Intended to Support
When DEI becomes conflated with controversial politics, the result backfires and erases years of progress. True inclusion must recognise definitions of identity groups to protect justice and fairness.
Misplaced Diversity Policies Harms Service Quality, Safety & Justice
When DEI policies supersede the competencies needed in the hiring process, not only does this look patronising, it compromises the work quality of critical services.
