Networks

Diversity, Equity, & Inclusion (DEI) Network

The BMCC DEI Network is a community of professionals from diverse sectors, who share a common passion for advocating and promoting diversity, equity, and inclusion.

The DEI Network brings together different perspectives, exchange best practices, and experiences to drive positive change in their respective organisation and businesses as a whole. The group is committed to being a game changers in the workforce by promoting DEI initiatives and creating a more inclusive and equitable environment.

As we work towards these goals, the network aims to inspire others to join the movement and drive positive change towards a more diverse, equitable, and inclusive society.

Network Members

Chair

Natasha Zulkifli

Stakeholder Director
YTL Constructions

Deputy Chair

Sharath Martin

Senior Policy Consultant
ACCA Asia Pacific

» Abdullah Chan & Co

» ACCA Malaysia Sdn Bhd

» ARUP Jururunding Sdn Bhd

» bp Business Service Centre Asia Sdn Bhd

» CMI Management and Leadership Sdn Bhd

» Ernst & Young Consulting Sdn Bhd

» GlaxoSmithKline Pharmaceutical Sdn Bhd

» Intermovers (Malaysia) Sdn Bhd

» LA Partners Sdn Bhd

» Mazars PLT

» Medizee Sdn Bhd

» Mott MacDonald (Malaysia) Sdn Bhd

» Nexus International School

» PricewaterhouseCoopers Associates Sdn Bhd

» Smith & Nephew Operations Sdn Bhd

» Standard Chartered Bank Malaysia Berhad

» Sunway Berhad

» Sunway University

» Synthomer Sdn Bhd

» TAPRO Recruitment & Training Agency

» TOP Beraten Malaysia Sdn Bhd

» Universiti Malaya

» Weir Minerals Malaysia

» YTL Construction Berhad

Introducing our Four Pillars of DEI

With the four fundamental DEI pillars, we aim to ensure that everyone feels heard and empowered to speak up and contribute! We value diverse perspectives and want to foster a community of inclusivity and participation.

Neurodiversity refers to the natural differences in how brains work among individuals, recognising that conditions like autism, ADHD, and dyslexia, are traits of human diversity rather than deficits.

By embracing neurodiversity, we celebrate acceptance and support for everyone’s unique strengths and perspectives.

By championing gender equality, we express that all individuals should have equal rights, opportunities, and treatment regardless of their gender identity or expression.

With this, we move to break down barriers and challenge limiting gender stereotypes to promote a fair and inclusive world where all can reach their full potential.

Cultural and language impartiality involves treating everyone equally, without favouritism or discrimination, for their cultural backgrounds and language proficiency.

Embracing this aims to create a society where everyone’s cultural heritage and linguistic identities are valued and celebrated to foster cohesion within diverse communities.

Multi-generational gaps refer to differences in attitudes, values, and behaviours between people of different age groups which can arise from various reasons.

By embracing multi-generational diversity, we recognise the unique perspectives and contributions of each generation to bridge gaps and foster collaboration.

“Equality is treating everyone the same. But equity is taking differences into account, so everyone has a chance to succeed.”
— Jodi Picoult

“If we want to include everyone, we have to help everyone develop their talents and use their gifts for the good of the community. That’s what inclusion means — everyone contributes.”
— Melinda Gates

How Our Members Are Contributing

AstraZeneca’s Youth Health Programme Highlights How Gender Inequities Influence Health Outcomes

AstraZeneca believes that girls and young women have the power and potential to shape a healthier, more sustainable future for all.

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GSK Strives To Be A More Diverse and Inclusive Organisation

GSK prizes a diverse, inclusive organisation that attracts and retains outstanding talent because unique perspectives bring greater opportunities to create better health outcomes for their patients globally.

CIPD | Neuroinclusion At Work!

Neuroinclusion is lacking in many organisations, as CIPD’s survey report shows. Many people are unfamiliar with the concept, which signals the need for an ongoing effort to embed neuroinclusivity across everything your organisation does.

Heriot-Watt University Malaysia Students Raise RM95,000 for Sustainable Development

Heriot-Watt University Malaysia brings to light the impactful work undertaken by their EmPOWER students, through their IMPACT Projects who have been actively furthering the cause of the UN Sustainable Development Global Goals.

They’ve partnered with eight exceptional IMPACT Partners (NGOs and Social Enterprises), and have currently raised over RM95,000. We intend to achieve our target by the end of April 2024.

Join their global mission here. Your support contributes significantly to our collective mission. Let’s rally to champion these causes as a testament to our shared humanity and commitment to sustainable development.

PwC Celebrates Neurodiversity

PwC is supporting Neurodiversity Celebration Week by working to change the perceptions of neurological differences, to create a balanced view which focuses equally on talents and strengths.

Their Disability Awareness Network (DAWN) ran a number of different activities to inspire sustainable neuroinclusion in the workplace.

See more here!

University of Nottingham Malaysia Runs Sign Language Module with Local Deaf Organisation

The University of Nottingham collaborated with Malaysian Sign Language to organise “Beyond Words”, a Malaysian Sign Language module that empowers students with the invaluable skill of sign language

Watch the video here!