How Diversity and Inclusion Became the New Power Duo in Modern Workplaces

You can feel the change in 2025. People in Asia’s workplaces are no longer just talking about diversity and inclusion; they are doing it. A new report from McKinsey says that companies with diverse executive teams are 39% more likely to do better than their competitors. But there is something more human than the numbers: a work environment where you feel seen, heard, and appreciated for who you are. That is what the best companies are working toward now: not just checking boxes, but making people feel like they belong.

This is not just a buzzword in the business world anymore. From DBS, one of Singapore’s biggest banks, to tech companies around the world, teams are rethinking what it means to work together to succeed. You cannot just print out and post policies about diversity and inclusion. They are the small, everyday choices that turn differences into strengths.

Why Having Different People on a Team Makes It Stronger

You have probably been to a meeting where everyone agrees too quickly. At first, it feels smooth, but it usually leads to the same results. Now picture that same meeting, but with people who have different points of view: a designer who grew up in Jakarta, a coder from Manila, and a strategist from Mumbai. The argument might last longer, but what will happen? A lot richer.

According to research from Harvard Business Review, diverse teams solve problems faster because they have a wider range of experiences to draw on. When people from different backgrounds respectfully disagree with each other, they find blind spots, come up with new ideas, and stop groupthink. It is not about making everyone get along; it is about learning to see friction as a way to move forward.

Inclusion is Not a Project; It is a Way of Life

Real inclusion is more than just celebrating holidays from different cultures once a year or putting a few people of different races on a brochure. It is about making systems that make everyone feel like they belong. Consider giving caregivers flexible work hours, mentoring programs for employees who are not well represented, and leadership training that teaches people about unconscious bias.

Companies like DBS are in a unique position to lead this global movement because Singapore is a multicultural city. The best places to work do not just hire people from different backgrounds; they also make sure everyone feels welcome. They make sure that the loudest person in the room does not control the meeting. They give every worker a way to make a difference, whether they are in the office or working from home.

It is not always simple. To make spaces more welcoming, we need to stop doing things we have always done and start asking hard questions about fairness and representation. But when you do, you start to see a quiet confidence growing among the team. Productivity goes up, turnover goes down, and morale spreads like a virus. It turns out that including people is good for them and for business.

Making Purpose Part of Your Daily Life

When diversity and inclusion become real values, they change how people work. Instead of looking for a “fit” in a culture, companies are now looking for a “add.” Promotions are based on more than just how well someone does their job; they also take into account how much they help the team grow. Small things, like switching up who leads meetings or making sure that everyone gets a chance to speak during brainstorming sessions, can have big effects on the culture of a company.

A Future Where Everyone is Part of

Diversity and inclusion will be the key to success for businesses in the next ten years as workplaces change. Not because it is popular, but because it has always been there, based on respect, empathy, and shared growth. You do not have to look far to find it: the teams that are the strongest and most forward-thinking, like those at DBS, are the ones where people feel like they really belong.

Contact the bank’s team for help if you want to learn how to make your own workplace more inclusive or if you want to find ways to help everyone in your organization feel like they belong. It only takes one conversation to start making a future where everyone has a place at the table.