PHILIP MORRIS TRADING (THAILAND) CO., LTD.
Awards and Recognition:
The efforts and strategies for manifesting a culture of Diversity Equity and Inclusion (DEI), involved leadership commitment, consistent education, and training to build understanding and awareness, inclusive recruitment, diverse employee representation, employee resource groups, fostering inclusivity in the workplace fabric, and ongoing evaluation and thereby continuous improvement.
“DEI are our company's cornerstones for success. They drive innovation through diverse perspectives, ensure fairness for all employees, and create an inclusive environment where every voice matters. This fosters stronger teamwork, enhances decision-making, and propels our company forward in a rapidly evolving world. Ultimately, our commitment to diversity, equity, and inclusion isn't just about doing what's right; it's about building a stronger, more resilient, and more successful company for today and tomorrow.” Najaya Jotikasthira – Director People & Culture Thailand
We ensure that the policies & procedures, promote fairness that addresses pay equity, create flexible work arrangements, and prevent discrimination and harassment. Importantly, the strategy aligns with the organization's values and goals. To foster an inclusive work environment where all employees, feel valued, heard and supported, we encourage open dialogue, active listening, and collaboration across cross functional experts and teams coming together for a project-based organization to impact the business goals. Thus, promoting a culture that celebrates diversity and recognizes the unique perspectives and experiences of individuals. We have reviewed and revised recruitment and hiring practices to attract a diverse pool of candidates. Inclusive language in job descriptions, and recruitment channel expansions, are also now a regular part of the way we do things at Philip Morris Trading (Thailand) Co., Ltd.. It also extends to striving for diverse representation at all levels of the organization including leadership positions. Implemented programs to support the advancement of underrepresented groups and provide mentorship and sponsorship opportunities.
Overcoming difficulties includes addressing resistance and bias, promoting cultural change, addressing systemic barriers, and emphasizing continuous learning. Besides this, we establish key performance indicators and metrics, to measure the progress of DEI, holding leaders and managers accountable. We have created a parallel support system through relevant Employee Resource Group’s (ERG) or affinity groups addressing issues from minorities within the organization. These groups provide a platform for networking and advocacy which enables a more inclusive workplace. Providing training and education programs to raise awareness of unconscious biases, micro aggressions and the importance of DEI through workshops, seminars, and resources to help employees develop cultural competence and inclusive behaviors.
The outcomes of implementing DEI policies include increased diversity, enhanced employee engagement, promotion of innovation and creativity, attraction and retention of talent, improved decision-making, and a positive vibe. Moreover, we have increased flexibility and accessibility, a safe environment to feel valued and speak up, increased learning experiences, cost efficiencies, and improved performances, thus tracking analyzing and measuring the outcome of institutionalizing DEI not just within but also in the community.
DEI is an ongoing journey , and it requires consistency and enhancements in evaluation. We aim to adapt and evolve our strategies based on feedback and changing needs of employees.
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