DIVERSITY & INCLUSION


Conference Track
Date 24 Aug 2022 - 25 Aug 2022
Time 09:30 - 17:30 
Asia World Expo  Hong Kong 

Diversity, Equity and Inclusion (DE&I) is not just another corporate ESG propaganda, there are real business values and social impacts. Companies in the top-quartile for diversity are more likely to have industry-leading profitability and innovations, ability to retain top talents or even attract more investors with their growing interest in ESG factors alongside financial metrics.  

“Diversity”, in corporate landscapes, means treating each employee as an individual, acknowledge their strengths and the potential they bring. Organisations should guarantee fair treatment (including equitable pay and recognition, equal access to resources and opportunities, etc.) regardless of prescribed gender, age, race, class, physical conditions or other factors. Robust DE&I processes and strategies can positively impact the bottom line – everyone feels they have a voice, feels valued, empowered and respected.   

This track will prepare you for becoming a DE&I champion - to provide actionable insights on how to cultivate a truly inclusive workplace culture, from getting buy-in from leadership, to strategies adoption and implementation, and ultimately drive business outcomes and success. 

  • Discrimination in workplace, Diverse Workplace Culture & What happens next
  • Women in Tech
  • LGBT+ in Tech
  • DE&I Strategy for an inclusive culture
  • Total Exmployee Experience - Wellbeing, Empowerment and Development
  • Unconscious Bias
  • Technology & Accessibility
  • The new ROI (Return on Inclusion) - How much does it worth
  • More


 

Programme

Cities like Hong Kong are rapidly evolving, driven by governments, talents in the cities and more and more importantly, technology. Where does the future of Hong Kong as a global city look like in the future? How will technology and innovation reshape the way Hong Kong is structured? Joining us with the insightful dialogue about our paveway to revive Hong Kong with energy, technology and future-proof city map.

Work-life balance is the most desired factor for a job hunting candidate, as survey reveals. Yet it remains the most unmet expectation. Among many other employers’ virtuals, how can companies effectively communicate their working culture and attract talents who align with it? How to cultivate a productive environment  benefiting both the employees and employers?

Technology creation and adoption has rapidly accelerated under the pandemic, playing an increasingly prominent role in our economy and lives, and opening up exciting new opportunities. However, the tech industry continues to have a distinct gender gap, with women only representing 26.7% of the global technology workforce, of which only 5.5% are at CEO level. Why is it critical for the tech industry to prioritise gender diversity this next phase? How can organisations create gender inclusive workplaces in the Hong Kong tech space?

Attention to workplace diversity and inclusion (D&I) has been on the rise in recent years. However Hong Kong / Asia seems to be lagging behind, most of the companies have not enacted any non-discrimination policies in workplace. In the Asian workplace culture, being openly LGBTQ+ may seem to be a hindrance to one’s career prospects; discussing sexual orientation or gender identity at work would also be conceived as “unprofessional”, therefore most LGBTQ+ employees would rather remain closeted in the workplace.

 

Given that tech itself is a special space that embraces individuality & innovation and breeds more openness towards diversity (half of Glassdoor’s top companies for LGBTQ+ people to work in were tech companies), it would be insightful to see what tech industry is doing to embrace a more inclusive workplace in Hong Kong, and thus inspired the other industries to take part.

 

As businesses compete for talent, expand into new markets and accelerate innovation, they need to commit and prioritise D&I to create a truly inclusive environment that will be attractive to future generations of LGBTQ innovators and consumers.

There are over 70,000 disabled employees in Hong Kong, some are serving in Hong Kong’s leading industries such as financial services and trading. Despite the physical and mental challenges, they contribute to the economy and bring values to companies just like everyone else. How to leverage technology to unfold their potential further?

Employee experience has become a buzzword, a point of focus, or even a competitive advantage for companies in fighting for talents in the past few years. Did the concept brew from the Great Resignation? Is it a new hype or is it here to stay?