| | SEPTEMBER- 2022MANAGEHRMAGAZINE.COM6Today, more than ever, organizations are recognizing the necessity of advancing diversity, equity, and inclusion (DEI) within their enterprise. The urgency has never been greater: the workforce of the future is more diverse than ever, and Gen Z is heavily prioritizing organizational values in their employment decisions. Moreover, in the wake of movements such as MeToo and Black Lives Matter, there is cause for optimism. It is becoming more and more visible that significant portions of the population--possibly even the majority--are genuinely concerned by inequalities and are rightly driven to fix them. Moreover, in Asia Pacific, D&I programs focus on women leaders than on any other aspect of diversity, highlighting organizations need for qualified executives and the limited size of the female workforce.The global market for Diversity and Inclusion (D&I), estimated at US$9.3 Billion in the year 2022, is projected to reach a revised size of US$15.4 Billion by 2026, growing at a CAGR of 12.6% over the analysis period. In an increasingly complex and interconnected world shaped by globalization and technological advancements, diversity has become the fabric of modern society. As employees, customers, and investors increasingly demand that the organizations they do business with model values of equity and inclusion, organizations are investing at unprecedented rates in D&I programs. That said, success in global markets requires multicultural initiatives and a sustained effort to integrate distinct demographic and cultural diversity into an inclusive environment that fits into the broader vision of the company's growth and advancement. This necessity is opening the doors to opportunities for companies to spearhead growth by leveraging their access to a diverse talent pool. Moreover, it is no secret that company leaders who openly support diverse hiring are reaping the rewards in the form of profits and boosted staff moraleIn this edition of Manage HR, we bring you the story of some of the best-of-breed D&I companies such as Global Leaders Thrive and Community Corporate, that deliver the best outcomes for their clients. This edition also offers a combination of thought leadership articles from subject matter experts and exclusive insights from CIOs and CXOs such as Celeste Warren, Vice President Global Diversity and Inclusion COE, Merck and Kingley Lim, Head of Talent Acquisition, DE&I Lead Singapore, L'Oréal. We hope this edition will provide you with the right assistance in choosing the best D&I consultants according to your requirements.Let us know your thoughts. EditorialMulticultural Efforts and Sustained Efforts for a Better TomorrowVisualizersRonald DonovanAlex GonsalvesManaging Editoreditor@managehrmagazine.comAlex GonsalvesManaging EditorAlex GonsalvesSalesMichael Stephenmichael.stephen@managehrmagazine.comCopyright © 2022 ValleyMedia, Inc. All rights reserved. Reproduction in whole or part of any text, photography or illustrations without written permission from the publisher is prohibited. The publisher assumes no responsibility for unsolicited manuscripts, photographs or illustrations. Views and opinions expressed in this publication are not necessarily those of the magazine and accordingly, no liability is assumed by the publisher thereof.*Some of the Insights are based on the interviews with respective CIOs and CXOs to our editorial staffEmail:sales@managehrmagazine.comeditor@managehrmagazine.commarketing@managehrmagazine.com MANAGE HR MAGAZINESeptember - 01 - 2022, Volume 04, Issue 12 (ISSN 2832-3572)Published by ValleyMedia, Inc. To subscribe to Manage HR MagazineVisit www.managehrmagazine.com Editorial StaffAaron PierceAbner Lawrence Ava GarciaGina ClumskyPhilo VazRussell ThomasTiffany HayworthYenny Turner
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