If you’re an HR leader or DEI consultant in Singapore, you’ve probably already realised that checkbox diversity efforts don’t move the needle. Real impact means embedding DEI (Diversity, Equity, Inclusion) into everyday business decisions.
Just like DBS Bank has done. With women making up about half of its workforce and DEI performance metrics tied to leadership KPIs, DBS sets a clear benchmark for what good looks like.
That’s the kind of strategy we’re talking about. We’ve pulled together 5 insider DEI tips inspired by what Singapore’s most progressive companies are already doing. No fluff, no theory, just what works.
These aren’t vague ideas. They’re specific practices that top firms use to build inclusive, equitable workplaces without overengineering the process or waiting for a global HQ directive.
Let’s break them down.
1. Make Inclusion a Line Manager Metric
Inclusion shouldn’t live in HR decks. The best companies make it part of a manager’s core responsibility.
Why It Works
Singapore’s best-performing companies don’t leave inclusion to the HR department alone. They assign ownership to where it matters: the people managers.
A leading tech firm in Singapore has included “inclusive leadership” as a KPI for all mid-level managers. It’s not just talk. These metrics affect bonuses and promotions.
When managers know they’re evaluated based on team inclusion, they take it seriously. They think twice before interrupting in meetings, they actively ask for quieter team members’ input, and they handle conflict more thoughtfully.
How to Apply It
- Add a DEI score to performance reviews, tied to specific behaviours like inclusive communication and equitable task delegation.
- Collect anonymous feedback from team members to validate how inclusive their managers are.
- Coach managers who fall short. Treat it as a development opportunity, not a punishment.
DEI tip: Link inclusivity to performance, not just values.
2. Don’t Guess; Use Disaggregated Data
Data tells the real story. The best DEI strategies begin with what the numbers reveal.
Why It Works
Broad diversity stats like “42 per cent women” can be misleading on their own. High-performing DEI teams in Singapore break the numbers down by role, level, ethnicity, age, and more to surface the real gaps.
A financial services firm we worked with broke down promotion and attrition rates by gender, race, age, and parental status. That’s when the real gaps showed up. Women from minority ethnic backgrounds were promoted 30 per cent less often and left the company twice as fast after maternity leave.
This kind of insight isn’t visible from the surface. But once you see it, you can’t ignore it.
How to Apply It
- Disaggregate your HR data by multiple identifiers, not just one.
- Look for patterns in hiring, promotion, pay, attrition, and engagement.
- Share the insights with senior leaders and ask: “Does this match what we say we stand for?”
DEI tip: You can’t fix what you can’t see. Disaggregate everything.
3. Rethink “Cultural Fit” During Hiring
Hiring for sameness kills innovation because it limits the range of ideas, experiences, and perspectives teams can draw from.. Smart firms now look for what people uniquely add.
Why It Works
Hiring for “fit” is still common language. But it’s code for sameness. Singapore’s leading firms are shifting to “culture add” instead.
One logistics giant we studied trained hiring panels to ask: What fresh perspectives or life experiences would this person add to our team? That small mindset shift unlocked a wave of new voices, particularly across socio-economic backgrounds, mature-aged candidates, and returning parents.
It also helped them fill roles faster. Why? Because the team wasn’t looking for clones. They were open to difference.
How to Apply It
- Train hiring managers to move from “fit” to “add”.
- Include structured questions in interviews that explore unique contributions.
- Review your job descriptions for coded language that may exclude diverse applicants.
DEI tip: Hire for contribution, not comfort.
4. Hold Safe Space Forums with Real Follow-Up
Listening sessions are only useful when people see change come from them.
Why It Works
Many companies host town halls or ERG-led listening sessions. But only a few take it seriously enough to create consistent, safe spaces that result in change.
One government-linked organisation in Singapore holds monthly inclusion forums facilitated by trained moderators, not leadership. Topics range from neurodiversity to interfaith experiences. Every session ends with a direct report submitted to HR with suggestions. Within three months, several ideas such as quiet zones and revised religious leave were implemented.
People came for the psychological safety. They stayed because they saw results.
How to Apply It
- Start small: one moderated forum a quarter.
- Rotate themes and let employees vote on what matters most.
- Appoint someone responsible for tracking outcomes and reporting back.
DEI tip: Listening isn’t enough. Act on what you hear.
5. Get Serious About Supplier Diversity
Your impact extends beyond your workforce. It includes who you pay and partner with.
Why It Works
You want to champion equity? Start with your budget.
Singapore’s top firms aren’t just focusing internally. They’re revisiting their supply chains to work with more women-led businesses, social enterprises, and minority-owned vendors.
A regional bank embedded supplier diversity targets into its procurement team’s OKRs (Objectives and Key Results). They also simplified the onboarding process for small vendors by removing outdated requirements like five-year financial histories that disadvantaged newer, diverse suppliers by ownership demographics, then adjusted their outreach and tendering process to make space for them.
This isn’t charity. It’s strategy. More diverse suppliers meant more agile partners and stronger community goodwill.
How to Apply It
- Audit your current supplier list by ownership demographics.
- Set progressive targets such as 10 percent of new vendors this year from underrepresented groups.
- Make your procurement process friendlier to SMEs.
DEI tip: Inclusion starts with who you pay and partner with.
Bonus: A Word on Intersectionality
The most impactful DEI work recognises that identity is layered.
Why It Matters
Effective DEI efforts in Singapore go beyond single-category thinking. For instance, LGBTQ+ professionals of from minority ethnic groups may face distinct barriers that differ from their peers. The more you build with intersectionality in mind, the stronger your impact.
Here’s a practical way to start:
- Use open-ended questions in surveys like “What aspects of our workplace don’t work well for you personally?”
- Then, review responses across overlapping identities, like gender and ethnicity or age and caregiving status to spot hidden patterns.
- Use those insights to adapt policies where needed, instead of defaulting to one-size-fits-all solutions.
DEI tip: Inclusion means recognising difference even within difference.
FAQ: Quick Answers for Busy Practitioners
What’s the first DEI tip I should implement?
Start with what’s already measurable. Add inclusion metrics to line manager performance reviews. It creates immediate accountability and shifts daily behaviour.
How often should I collect DEI data?
Quarterly reviews work well for most. But do an annual deep-dive where you disaggregate data across hiring, promotion, and attrition.
Can small companies use these tips?
Yes. These DEI tips are scalable. Even companies with fewer than 50 employees can create safe forums, reframe hiring mindsets, or partner with more inclusive suppliers.
Wrapping Up: These DEI Tips Aren’t Just Theory
Here’s the thing. These DEI tips from top firms in Singapore don’t rely on lofty ideals or expensive training modules. They’re smart, replicable actions that move inclusion from concept to habit.
The best part? You don’t have to do it alone.
At Include Consulting, we work closely with HR teams to build strategies that are practical, data-led, and designed for impact. Whether you’re reviewing hiring, building inclusive leadership, or measuring equity, you get guidance that’s grounded in what actually works.
Let’s build a better workplace one decision at a time. Learn more about our DEI consultancy.
