Greg Morley

Veuve Clicquot champagne, Cloudy Bay wine. It's very different products that come from very different places and therefore a very different cultures. What's important about the practice to sing of creating inclusive cultures is you have to understand the culture of the organization before you come up with a solution.

Veuve Clicquot champagne, Cloudy Bay wine. It's very different products that come from very different places and therefore a very different cultures. What's important about the practice to sing of creating inclusive cultures is you have to understand the culture of the organization before you come up with a solution.

And I tell this example in the book where a guy I was working with, a friend of mine from Hong Kong, he did a lot of development work in East Africa. worked for an NGO, and one of their mantras was, don't just do something, or don't just stand there, do nothing. Now, most of the time you say, don't just stand there, do something, right?

And I tell this example in the book where a guy I was working with, a friend of mine from Hong Kong, he did a lot of development work in East Africa. worked for an NGO, and one of their mantras was, don't just do something, or don't just stand there, do nothing. Now, most of the time you say, don't just stand there, do something, right?

If there's a fire or there's refrigerators open, don't just stand there, do something, close the door. But in development work with their view is sometimes doing something right away is the worst thing. So we need to have positive intent about how we want to change organizations. But we also need to be observant. We need to understand the culture.

If there's a fire or there's refrigerators open, don't just stand there, do something, close the door. But in development work with their view is sometimes doing something right away is the worst thing. So we need to have positive intent about how we want to change organizations. But we also need to be observant. We need to understand the culture.

We need to understand what's important to the people in the organization. And again, back to your powerful story, we need to understand the stories that exist in the organization. So why is that relevant then when we talk about a kind of East-West approach to diversity and inclusion?

We need to understand what's important to the people in the organization. And again, back to your powerful story, we need to understand the stories that exist in the organization. So why is that relevant then when we talk about a kind of East-West approach to diversity and inclusion?

So what I found in Asia, because of the more collective environment and collective culture that exists, is that we really do need to start with the stories of people in the organization rather than starting with the KPI that we want to achieve. So we know that in Asian Eastern culture, family, collective culture is much more important than it is maybe in many places in the West.

So what I found in Asia, because of the more collective environment and collective culture that exists, is that we really do need to start with the stories of people in the organization rather than starting with the KPI that we want to achieve. So we know that in Asian Eastern culture, family, collective culture is much more important than it is maybe in many places in the West.

So it's important to understand what are the stories of people in the organization and how do those stories get told so that the people around those people can understand create inclusion or create inclusive environments, not because we're doing it because somebody gave us a KPI. We're doing it because it's part of the family.

So it's important to understand what are the stories of people in the organization and how do those stories get told so that the people around those people can understand create inclusion or create inclusive environments, not because we're doing it because somebody gave us a KPI. We're doing it because it's part of the family.

And that, I think, is an important nuanced approach to the way we develop diversity and inclusion strategies in Asia versus the way it would be done in the U.S. or to some extent in Europe. So you have to start with the culture of the organization and the culture, which is the dominant culture in which the organization works.

And that, I think, is an important nuanced approach to the way we develop diversity and inclusion strategies in Asia versus the way it would be done in the U.S. or to some extent in Europe. So you have to start with the culture of the organization and the culture, which is the dominant culture in which the organization works.

So if it's Hong Kong culture, it's Japanese culture, or whether it's Taiwanese culture, and then build out from that versus saying we're going to have 50% target on gender. And then we cascade that to the whole organization, which is much more of a Western way of approaching something.

So if it's Hong Kong culture, it's Japanese culture, or whether it's Taiwanese culture, and then build out from that versus saying we're going to have 50% target on gender. And then we cascade that to the whole organization, which is much more of a Western way of approaching something.

You are bringing back a lot of my own memories from the corporate world. Well, it may not have been related to DEI. I remember whenever there was a new policy set by the headquarters in the US, especially from the senior leadership, they would often say, let's do the same thing in Asia too. But we will push back and say, Asia doesn't work that way, is often seen as a monolith.

You are bringing back a lot of my own memories from the corporate world. Well, it may not have been related to DEI. I remember whenever there was a new policy set by the headquarters in the US, especially from the senior leadership, they would often say, let's do the same thing in Asia too. But we will push back and say, Asia doesn't work that way, is often seen as a monolith.

But in reality, Asia is as diverse as Europe, with many countries, cultures, and even differences within a single country. Even when they say, oh, it's just the Chinese market, they don't realize the vast differences between Chinese communities, whether from Hong Kong, Taiwan, or Mainland China.

But in reality, Asia is as diverse as Europe, with many countries, cultures, and even differences within a single country. Even when they say, oh, it's just the Chinese market, they don't realize the vast differences between Chinese communities, whether from Hong Kong, Taiwan, or Mainland China.