CIMB Group Holdings Bhd · MYX:CIMB
CIMB Group Holdings Bhd — ESG Presentation (September 2024)
44 slides from CIMB Group Holdings Bhd's sustainability presentation, September 2024
Slide 1: Diversity, equity and inclusion in action masterclass
For public use Diversity, equity and inclusion in action masterclass Essentials in enhancing the corporate landscape In partnership with
Slide 2: The Cooler Earth Series Masterclass: DEI in Action
For public use Give your PROFITS a PURPOSE The Cooler Earth Series Masterclass Diversity, Equity and Inclusion in Action: Essentials in Enhancing the Corporate Landscape © IMPACTO Sdn Bhd. All Rights Reserved.
Slide 3: What We Will Cover
For public use What We Will Cover 01 02 03 Common What is DEI? The Business Case Misconceptions for DEI about DEI 04 05 06 Phased and Learning from Closing and Next Customised ASEAN Leaders & Steps Approach Beyond Private & Confidential | For Restricted Access
Slide 4: What is DEI?
For public use 01 01 What is DEI?
Slide 5: What is DEI?: Unpacking the Basics
For public use What is DEI?: Unpacking the Basics Diversity Equity Inclusion Attributes that differentiate Ensure fairness and justice in Creating an environment individuals, including race, the treatment, opportunities, where all individuals feel ethnicity, gender, gender and outcomes for all value
Slide 6: Why Diversity Is Not Enough
For public use Why Diversity Is Not Enough Source: How diversity, equity, and inclusion (DE&I) matter | McKinsey, 2020 Private & Confidential | For Restricted Access| 46
Slide 7: People Face Different Hurdles & Barriers
For public use People Face Different Hurdles & Barriers Private & Confidential | For Restricted Access| 46
Slide 8: Equity: Levelling the Playing Field
For public use Equity: Levelling the Playing Field Individuals' unique circumstances must be considered to remove behavioural and structural barriers, levelling the playing field and adjusting treatment to ensure an equal outcome. Abandon the "one-size-fits-all" mindset Private & Confidential | For
Slide 9: Inclusion: Creating a Sense of Belonging
For public use Inclusion: Creating a Sense of Belonging Inclusion ensures everyone's perspectives and contributions are welcomed, allowing individuals to fully participate and thrive. It requires creating a culture that actively embraces diversity, encourages collaboration, and values the unique con
Slide 10: Common Misconceptions about DEI
For public use 01 02 Common Misconceptions about DEI
Slide 11: "I have enough women in the company – we are DIVERSE."
For public use Moving Beyond Gender & Employees "I have enough women in the company – we are DIVERSE." Private & Confidential | For Restricted Access
Slide 12: Full Spectrum of DEI
For public use Full Spectrum of DEI Internal Dimensions Essential as they shape an individual's identity and influence life experiences and perspectives. External Dimensions Shape an individual's worldview and lifestyle. Understanding them helps appreciate employees' diverse paths and choices. Organ
Slide 13: The Multistakeholder Approach
For public use The Multistakeholder Approach • DEI is widely adopted, yet power Employees imbalances between employees persist. • As corporations significantly influence Community • Customers can collectively their communities, adopting a DEI Customers & Society influence market trends and brand app
Slide 14: Decoding DEI Misconceptions
For public use Decoding DEI Misconceptions Privilege Unconscious Bias Intersectionality Microaggression Allyship Private & Confidential | For Restricted Access| 46
Slide 15: Decoding DEI Misconceptions: Privilege
For public use Decoding DEI Misconceptions Unearned advantages based on identity aspects like race, gender, or socio-economic status. Privilege Intersectionality Allyship • Misconception: Privilege equates to a complete absence of life’s difficulties. • Reality: It’s not context-specific and situati
Slide 16: Decoding DEI Misconceptions: Unconscious Bias
For public use Decoding DEI Misconceptions Unconscious Bias Implicit attitudes or stereotypes affecting actions Intersectionality and decisions unconsciously. • Misconception: Only overtly prejudiced individuals have biases. Psychological Safety • Reality: Unconscious biases are common and can be pr
Slide 17: Decoding DEI Misconceptions: Intersectionality
For public use Decoding DEI Misconceptions Intersectionality Examines how overlapping identities Psychological (gender, race, class) Safety create distinct experiences of discrimination and privilege. • Misconception: Applies equally to everyone. • Reality: Highlights amplified marginalisation for t
Slide 18: Decoding DEI Misconceptions: Microaggression
For public use Decoding DEI Misconceptions Everyday slights or insults that communicate hostile messages to marginalised groups. Power Dynamics Unconscious Bias Microaggression • Misconception: They are harmless or too trivial. • Reality: Can accumulate and significantly affect well- being and produ
Slide 19: Decoding DEI Misconceptions: Allyship
For public use Decoding DEI Misconceptions Using one’s advantages to support marginalised groups and challenge systemic inequalities. Privilege Intersectionality Allyship • Misconception: Just acknowledging privilege or making declarations of support. • Reality: Requires consistent action and levera
Slide 20: Test Your Understanding
For public use Test Your Understanding “ During a regional team meeting in an ASEAN-based company, Siti, who is from Malaysia, presents a comprehensive analysis of a recent market trend. Her colleague, David, comments, "I didn't expect such detailed insights from someone who grew up in a rural area
Slide 21: Test Your Understanding
For public use Test Your Understanding “ During a regional team meeting in an ASEAN-based company, Siti, who is from Malaysia, presents a comprehensive analysis of a recent market trend. Her colleague, David, comments, "I didn't expect such detailed insights from someone who grew up in a rural area
Slide 22: The Business Case for DEI
For public use 01 03 The Business Case for DEI
Slide 23: How DEI Improves Your Performance
For public use How DEI Improves Your Performance Business Case 1: Improves Overall Business Case 2: Talent Attraction Business Case 3: Access to New Performance and Retention Markets A 48% performance 69% of executives About 70%of companies committed to difference between the rated diversity and inc
Slide 24: Phased and Customised Approach
For public use 01 04 Phased and Customised Approach
Slide 25: CAN DEI Guide: A Phased Approach to DEI
For public use CAN DEI Guide: A Phased Approach to DEI What Should You Do? Abandon Customise the “one- DEI size-fits- initiatives all” mindset to... Private & Confidential | For Restricted Access| 46
Slide 26: A Phased Approach to DEI: Five Stages of Maturity
For public use A Phased Approach to DEI Five Stages of DEI Maturity CAN’s Tiered Approach to DEI Stage 1: Aware • Why does DEI matter to us personally? • Where do we want to go? Stage 1: Foundation Stage 2: Compliant • This stage is about understanding and improving • We do DEI because we have to DE
Slide 27: A Phased Approach to DEI: Critical Levers
For public use A Phased Approach to DEI 3 Critical Levers 1 Data Collection and Reporting Capacity Building and 2 Culture Change 3 Policies, Programmes, and Commitments Private & Confidential | For Restricted Access| 46
Slide 28: A Phased Approach to DEI: Tier 1 Foundation
For public use A Phased Approach to DEI Understanding and improving DEI within the organisation 1. Data Collection and Reporting Driving change within their organization and supply Tier 3: Tier 3: Excellence chain, while influencing DEI across the • Gather and report on demographic data for industry
Slide 29: A Phased Approach to DEI: Tier 2 Advanced
For public use A Phased Approach to DEI Incorporating DEI more substantially into their culture as well as their supply chain 1. Data Collection and Reporting • Gather and report on additional employee demographic data: disabilities, parental status, caregiver status. Tier 3: 3: • Provide supporting
Slide 30: A Phased Approach to DEI: Tier 3 Excellence
For public use A Phased Approach to DEI Driving change within their organization and supply chain, while influencing DEI across the industry 1. Data Collection and Reporting • Identify, track and report on additional under-represented stakeholders i.e. customer base and communities (if relevant). •
Slide 31: Learning from ASEAN Leaders & Beyond
For public use 01 05 Learning from ASEAN Leaders & Beyond
Slide 32: DEI in ASEAN Landscape
For public use DEI in ASEAN Landscape Race & Ethnicity Gender Disability • In Malaysia, women’s labour force • In 2019, only 1.6% of Malaysians with • 64% of Malaysians faced discrimination in the past year; 32% due to ethnicity. participation is 55.5% vs. men’s 80.9%, disabilities were registered,
Slide 33: Case Studies #1
For public use Case Studies #1 Gamuda supports the rights of Indigenous groups in accordance with the United Nations Declaration on the Rights of Indigenous Peoples through: ✓ Community Engagement and Supporting Livelihoods ✓ Healthcare ✓ Education In 2013, Gamuda launched its Project Differently-Ab
Slide 34: Case Studies #2
For public use Case Studies #2 ✓ Over 3,100 partners ✓ Women hold 36% of leadership with disabilities ✓ Immersion programs positions at Grab, moving towards (PWDs) actively earned for employee’s kids at the goal of 40% by 2030. an income through the a GrabKitchen outlet, Grab platform, and Grab lear
Slide 35: Case Studies #3
For public use Case Studies #3 “ Recognised in the Bloomberg Gender-Equality Index for four consecutive years. ” ✓ Women represented 29% in technological roles at various functions like IT and Networks of our management across the Singtel Group. committee are women *versus 26% globally ✓ Diverse wor
Slide 36: Closing and Next Steps
For public use 01 06 Closing and Next Steps
Slide 37: Key Takeaways
For public use Key Takeaways 1 Take It Step by Step: Implement DEI progressively; tackle one element at a time to ensure thorough understanding and integration. It's Good for Business: Embrace DEI not just as a moral imperative but as a strategic 2 advantage that drives business success. Look at the
Slide 38: Closing Thoughts
For public use Closing Thoughts "A garden's beauty never lies in one flower." — Matshona Dhliwayo Private & Confidential | For Restricted Access| 46
Slide 39: IMPACTO Sdn Bhd: sustainability advocacy and contact
For public use “In our every deliberation, we must consider the impact of our decisions on the next seven generations.” (The Great Law of the Iroquois Confederacy) As sustainability advocates, we spend half the time helping companies along © Copyright.Image.2022 | IMPACTO Sdn Bhd their sustainabilit
Slide 40: Leading Inclusivity, Empowering Equality
Submit your questions here Leading Inclusivity, Empowering Equality COMMUNITY AND CORPORATE ADVISORY AND COLLABORATION ADVOCACY Curating communities for Providing tailored advisory and corporates and leaders, creating consulting services for organisations to visibility and a support network break do
Slide 41: Edalyn "Lyn" D. Hadjula-Legarde
EDALYN “LYN” D. HADJULA-LEGARDE Image result for pennsylvania state university logo CHRME, CSPHR 41
Slide 42: Diversity and Inclusion at CIMB
Diversity and Inclusion at CIMB A workplace that promotes inclusiveness and positive wellbeing OHI & Culture Pulse Survey 2023 (MY) – Diversity & Inclusion % of employees that agree all employees are given equal opportunities for development and growth regardless of… a) Gender 63% b) Age 59% 19,462
Slide 43: Why and How: Six Conditions of Systems Change
why “Make the world work, for 100°%o of humanity, in the shor test possible time, through spontaneous cooperation, without ecological offense or ane disadvantage of anyone.” - Buckminster Fuller” For public us how | Six Conditions of Systems Change N Policies Practices REEOUIRS N Flows Relationships
Slide 44: Diversity, equity and inclusion in action masterclass
Diversity, equity and inclusion in action masterclass Essentials in enhancing the corporate landscape In partnership with
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