inclusive culture and practices. this is about creating an inclusive culture where all employees feel welcome, respected, and valued. this involves fostering an environment where individuals can bring their whole selves to work without fear of judgment, discrimination or bias. focus should be spent on implementing inclusive 1 / 4 bis - central bankers'speeches practices in recruitment, promotions, training, and leadership development to ensure that opportunities are accessible to all employees. inclusive practices also encompass the use of inclusive language, respectful behaviour, and support for diverse perspectives. for boards, dei contributes toward enhancing board effectiveness. diverse boards, with a wealth of individual and collective knowledge and experiences, are better equipped to make well - informed decisions. this diversity enables a broader range of ideas, reduce blind spots and challenge groupthink, thus fostering innovation and adaptability. inclusive board cultures promote open dialogue and active participation, resulting in a more comprehensive understanding of issues and more effective problemsolving. having leaders from under - represented groups also sends a positive message to wider stakeholders that their voices and concerns are heard. ladies and gentlemen, allow me to share some of bank negara's efforts in advocating for diversity, equity and inclusion, and offer several suggestions on how members of the board can drive dei agenda. all these are aligned with the oversight responsibility of the board in promoting sustainable growth and financial soundness of financial institutions, and the board's duty to consider the long - term implications of its decisions on all stakeholders including the general public. to start off with, the bnm board has set a clear " tone from the top " for the bank to develop diverse, equitable and inclusive work practices, culture, and environment. this has translated into the bank's core aim, one of which, is to ensure that we have a strong culture and an engaged workforce that keeps us effective as an organisation in delivering our mandates. having four generations collaborate in an inclusive environment fosters a rich exchange of perspectives that helps the bank deal with complex issues in an evolving global landscape. as an example of dei action, encouraging women participation in the labour force has been a long - standing priority of the bank. in 2010, we invested in building a childcare facility, located near our head office, for mothers and parents to have peace of mind knowing that as they work, their children are well cared. flexible working arrangement is also in place and further enhanced by a policy allowing staff to work remotely twice a week. these flexibilities facilitate a working

suhaimi ali : empowering change through diversity, equity and inclusion keynote address by mr suhaimi ali, assistant governor of the central bank of malaysia ( bank negara malaysia ), at the fide forum 2nd distinguished board leadership series, organised by asia school of business, kuala lumpur, 2 november 2023. * * * assalamualaikum warahmatullahi wabarakatuh and a very good afternoon, distinguished members of fide forum, ladies, and gentlemen first of all, allow me to thank fide forum for the invitation. diversity, equity, and inclusion ( dei ) is a topic that has gained increasing prominence and attention in recent years in the context of workplace culture. it is no longer a buzzword. rather, these are important concepts that reflect ongoing efforts to address systemic discrimination and promote fair opportunities for all. dei has become a household strategy for talent retention, as organisations seek to create a conducive working experience for all employees. companies that are diverse, equitable and inclusive tend to respond better to challenges, win top talent, and are better equipped to meet the different needs of society. as malaysia is a country rich in cultural and ethnic diversity, dei is especially important to ensure that people from all backgrounds have fair access to opportunities in all aspects of life. let me attempt to unpack the term " dei ". first, diversity of demography and thought. building a diverse demography at the workplace means growing a workforce that is characterised by a wide range of demographic factors, including age, race, ethnicity, gender as well as disability and socioeconomic status. acknowledging and embracing this diversity is not only a social imperative but it enables us to develop solutions and policies that cater to the unique and evolving requirements of various demographic groups. the diversity of thought, on the other hand, refers to efforts to incorporate a variety of perspectives, experiences, and skills in problem - solving, innovation and decision - making, whilst encouraging employees to " speak - out " and bring their unique lens to the discussion table. second, equity in pay and opportunities. providing equal pay for equal work, irrespective of gender, race, or other demographic factors ensures that all employees receive fair compensation for their contributions. providing equal opportunities for advancement and career development to all employees, irrespective of their backgrounds is also a strategic necessity. this inclusivity allows organisations to reap the rewards of a talented workforce, enhance productivity and drive organisational success. thirdly,