Navigating the complexities of diversity, equity, and inclusion (DEI) can feel daunting for many leaders. Operational pressures, resistance to change, and cultural nuances often push these crucial efforts to the sidelines. Yet, Nicole Quiogue Golloso—a globally recognized HR and DEI leader—proves that prioritizing people isn’t just the right thing to do; it’s the key to long-term success. As one of Asia’s Top 50 HR Thought Leaders, Nicole exemplifies how conscious inclusion can transform challenges into opportunities, empowering organizations to thrive in today’s diverse workplace.
Nicole Quiogue Golloso’s journey is deeply personal and profoundly inspiring. Having battled depression for over a decade, she has turned her struggles into a mission to create workplaces where everyone feels valued and supported. Whether mentoring leaders, facilitating inclusive leadership workshops, or championing mental health awareness, Nicole’s work reflects her unwavering belief in putting people at the heart of every decision. Her story shows how purpose-driven leadership can drive meaningful change in organizations across Asia and beyond.
Key Takeaways:
- Embedding DEI into business strategies fosters innovation, talent retention, and sustainable success, as shown by Nicole Quiogue Golloso’s leadership.
- Nicole’s purpose-driven approach proves that empathetic leadership builds trust and inspires meaningful organizational transformation.
- Tailoring DEI strategies to respect cultural nuances ensures initiatives resonate and drive impact in Asia’s diverse landscape.
Highlights
The Barriers to DEI: Breaking Through Resistance and Resource Constraints
Q: What common challenges do leaders face globally in implementing inclusive practices, and how can they overcome these barriers?
A: Implementing inclusive practices comes with its fair share of challenges. DEI often takes a backseat to operational and financial goals, which makes it difficult to secure buy-in from the wider organization. Many companies also lack a well-defined ‘Why’ or a purpose that aligns DEI efforts with their core values and overall objectives. Without this clarity, these initiatives can feel disconnected from the organization’s mission. Resistance to change is another barrier; shifting long-held practices and mindsets requires intentional effort and time.
Limited resources, whether it’s budget constraints or a lack of people to champion these efforts, further complicate progress. For global organizations, navigating cultural and regional differences adds another layer of complexity, as strategies must resonate across diverse contexts without losing sight of global goals.
There’s no universal solution, but some of the approaches that may help address these challenges include:
a) Demonstrating the tangible benefits of integrating DEI into your company’s strategic objectives, such as innovation, employee engagement, talent retention, and market competitiveness, can help position it as a business priority.
b) Fostering a top-down commitment. When the leadership team walks the talk and openly champions inclusion, it sends a clear message to the organization and encourages more people to embed inclusive practices into their day-to-day.
c) Building awareness through training and open dialogues on biases, microaggressions, diversity, etc.
d) Anchoring strategies and basing decisions on data that would enable the organization to measure impact and refine efforts more effectively.
Q: How do you tailor DEI strategies to address the specific and diverse cultural nuances in Asia?
A: Connected to my point on anchoring strategies on data, start by gathering information on demographics, hiring trends, retention, turnover, policies, processes, cultural norms, etc. to understand where you stand and what you need to prioritize addressing. Once you have ample data, leverage on the insights that you’ll be gaining to create a strategy that respects diverse norms, resonates culturally, and adapts to practices, language and communication styles in the region. You may also partner with local organizations and thought leaders from Asia to gain practical understanding and co-create initiatives that address specific cultural challenges.
Q: As an advocate of human and inclusive leadership, how can C-suite executives and organizational leaders effectively integrate DEI principles into their core business strategies to drive long-term success?
A: Leaders must take a holistic approach to integrating DEI into their core business strategies. It begins with building a shared understanding of what DEI means within the organization and defining a clear DEI vision that aligns with its goals, mission, and values. This vision serves as a foundation for actionable strategies that embed inclusion into the company’s culture and operations.
From there, leaders should design programs, policies, and processes that support the DEI vision and ensure they are applied consistently across all levels of the organization and every stage of the employee lifecycle. This includes inclusive hiring practices, equitable talent development opportunities, and ongoing cultural awareness initiatives. Embedding DEI into decision-making processes and key business functions ensures it becomes a core part of the organization’s identity and drives sustainable success.
Q: Given your advocacy for mental health, how can leaders in Asia, where mental health remains a sensitive topic, foster a culture of openness and support while respecting cultural boundaries?
A: Fostering a culture of openness begins with initiating conversations, staying curious about the complexities of mental health, and creating platforms for meaningful dialogue. Normalizing discussions, even if they feel uncomfortable, is a vital step in reducing stigma. When leaders champion mental health and share their own experiences, it sets a powerful example and encourages others to engage.
Equally important is offering culturally relevant mental health programs, employee assistance resources, and training. These initiatives should not only educate but also provide practical tools to approach mental health issues in a respectful and supportive way. By aligning efforts with cultural norms while promoting empathy and non-judgmental responses, leaders can create a more inclusive and supportive workplace.
Q: With rapid advancements in AI and emerging technologies, how do you see DEI shaping the future workforce, and what steps can organizations take to ensure inclusivity in these fields?
A: Personally, I believe that AI isn’t something to fear but rather, something we should embrace. It’s a tool that can amplify our DEI efforts in really impactful ways. For example, it can help execute upskilling programs, run awareness and cultural initiatives at scale, improve accessibility for underrepresented groups, and even develop tailored solutions that address the diverse needs of teams. When used thoughtfully, it has the potential to create a more equitable and inclusive work environments.
That said, we need to be mindful of how we use AI. Regular audits are critical to ensuring that algorithms don’t reinforce biases, and organizations need to establish clear ethical standards to guide responsible usage. AI is a powerful enabler, but it’s only as good as the people and processes behind it. If we combine its efficiency with intentionality and human oversight, it can be a real game-changer for DEI in the future of work.
Q: Could you share examples from your career where a focus on DEI has directly impacted organizational performance or growth?
A: I feel fortunate to work with an organization like McCann Worldgroup, where DEI has been a key business priority for many years. Our approach is grounded in a philosophy called “conscious inclusion,” which emphasizes consistent practices and deliberate actions to foster an inclusive culture. In the markets I oversee, we align this philosophy across four key pillars: conscious well-being, connections, communications, and causes. These pillars ensure that our actions are intentional and that inclusion is embedded in our policies, operations, work, and culture.
These efforts have led to tangible and meaningful outcomes. Internally, we’ve seen significant improvements in employee retention and engagement, and our ability to attract diverse talent has strengthened. Externally, our commitment has enabled us to secure new clients and projects that share our mission of inclusion. These results have not gone unnoticed—this year, we were recognized for having the Best Agency Culture, received the Silver Enabling Mark for being a disability-inclusive employer in Singapore, and were accredited with the Singapore Progressive Wage Mark. These accolades are a testament to the fact that prioritizing DEI not only drives business growth but also reinforces our position as a values-driven organization that is committed to creating a positive impact.
Q: How has your personal experience influenced your professional mission, and what lessons can other leaders draw from it to create more empathetic organizations?
A: My advocacies for mental health and inclusive leadership are deeply personal. I’ve battled depression for 13 years, starting at the age of 14, and much of that journey I endured on my own. That experience shaped my mission to ensure others don’t have to face their struggles in isolation. It’s why I champion leadership rooted in fundamental human principles—kindness, respect, and empathy.
This approach has allowed me to connect more meaningfully with people, build stronger trust, and inspire individuals worldwide to lead with a heart. For other leaders, the lessons are clear: it’s essential to truly listen to your people. Honing self-awareness and emotional intelligence is critical in understanding and addressing their unique needs. And perhaps most importantly, we must accept that there is no one-size-fits-all approach. Empathy requires adaptability, a willingness to meet people where they are, and tailoring our ways of leading to serve them better. Leading with heart transforms not just individuals but entire organizations, creating environments where people feel valued and supported.
Paving the Way for Inclusive Workplaces
Creating inclusive workplaces isn’t a one-size-fits-all process, but leaders like Nicole Quiogue Golloso show us the way forward. Her advocacy for conscious inclusion and human-centered leadership has demonstrated how empathy and intentionality can reshape workplace cultures. By embedding DEI principles into core business strategies, Nicole emphasizes that organizations don’t just improve employee engagement—they unlock innovation, attract top talent, and drive sustainable growth.
Nicole Quiogue Golloso’s journey is a powerful reminder that leadership is about more than delivering results—it’s about building trust, fostering inclusion, and making a lasting impact. As leaders across Asia navigate the challenges of implementing DEI practices, Nicole’s insights serve as both a guide and an inspiration. Her work challenges us all to lead with empathy and adapt strategies to create environments where everyone has the opportunity to shine.
Highlights
Read this article in Chinese here.
