Sun Life shares 5 ways to champion diversity, equity, and inclusion in the workplace

Now more than ever, organizations are realizing the importance of observing diversity, equity, and inclusion (DE&I) in the workplace. It makes sense as a business strategy, as companies with robust policies along these lines not only attract talent but keep them and help them grow.

Beyond this, however, it is a social responsibility that contributes to a bigger cause: creating a safe space where people feel respected and connected, no matter their age, culture, gender, religion, sexual orientation, abilities, and disabilities.

Sun Life is among the organizations in the Philippines that take DE&I to heart, with various efforts to observe this across all its businesses.

A proof of this is top executive Joy Castillo, chief operating officer for Sun Life Grepa Financial, Inc., who also acts as Sun Life’s “DE&I Champion.”

“As DE&I Champion, I identify opportunities that would further the cause within the organization, oversee the programs planned, and lead in engaging stakeholders,” she explained. “That’s how much we are committed to it.”

In fact, Sun Life has taken progressive steps towards embracing DE&I in the workplace. It is not always easy, but progress is possible with conscious effort and strong will. Castillo shared five ways it can be done.

First is to go beyond treating DE&I as a one-time HR program. “DE&I should always be put on the table,” she emphasized. “Beyond HR discussions, it must always be considered whether we’re crafting the company’s strategy, designing products, launching new initiatives, or simply engaging with one another on a regular day.”

Second is to revisit your company’s benefits. “The benefits program is one way to demonstrate a company’s commitment to DE&I because it shows that we see their needs and are ready to address them,” Castillo said. “Consider how you can ensure that more employees can enjoy the same benefits that others do.”

Sun Life recently expanded its HMO benefits to include same-gender, common law, and domestic partners as qualified dependents.

Providing necessary learning sessions is the third way of achieving DE&I in the workplace. These can create more allies for the cause, as they develop a deeper appreciation for company values and help ensure a safer work environment.

“In our experience, learning sessions on topics like unconscious bias, respectful workplace, and psychological safety have significantly helped,” Castillo shared.

Fourth is to give employees a chance to be heard. Whether it’s in company town halls or enterprise social networking platforms, employees should have a venue where they can share their thoughts, ask questions, and engage others. Castillo also encouraged leaders to observe an open-door policy to send the message that they are willing to listen.

Lastly, is engaging with organizations with similar DE&I ambitions. “It would be great to share best practices with one another, especially since we’re all learning just how we can better apply DE&I in our respective organizations,” Castillo said.

This was what prompted Sun Life to become a member of the Philippine Financial and Inter-Industry Pride, as well as participate in related events organized by the Management Association of the Philippines (MAP).

The Philippines still has a long way to go in fully embracing DE&I, but Castillo is hopeful, especially as more companies adopt the advocacy.

“It’s the right thing to do because it promotes a fair workplace and a conducive environment for the employees. They perform better and feel more fulfilled. Beyond that, it also upholds civic consciousness,” Castillo said.

“I’m proud of what we have already started at Sun Life, and I am looking forward to building on this foundation to make it stronger and brighter.”

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Editor’s Note: This article was provided by Sun Life.