建築之外~DEI的辯證：在包容與精英主義之間尋找平衡

The DEI Debate: Navigating the Tensions Between Inclusion and Meritocracy

DEI的辯證：在包容與精英主義之間尋找平衡

In recent years, Diversity, Equity, and Inclusion (DEI) initiatives have become a cornerstone of corporate and institutional strategies worldwide.

近年來，多元、公平與包容（DEI）倡議已成為全球企業和機構策略的基石。

Yet, as with any movement that seeks to reshape entrenched systems, they have also sparked fierce backlash.

然而，如同任何試圖重塑根深蒂固體系的運動一樣，這些倡議也引發了激烈的反彈。

Critics argue that DEI is performative, divisive, or even anti-meritocratic, while proponents see it as an essential step toward dismantling systemic inequalities.

批評者認為，DEI只是表面功夫，甚至具有分裂性或反精英主義；而支持者則視其為瓦解系統性不平等的重要一步。

To navigate this polarised landscape, we must first understand what DEI truly means, how it intersects with workplace rights, and how nations around the globe are grappling with similar policies.

要應對這一極化的局面，我們首先必須了解DEI的真正意義，它如何與工作權交織，以及各國如何應對類似的政策。

This article provides a detailed exploration of DEI’s definition and rise, the intricate balance between DEI and employment rights, and a survey of global policies that mirror these efforts.

本文詳盡探討了 DEI 的定義與興起、DEI 與就業權益之間的微妙平衡，以及反映這些努力的全球性政策調查。

Defining DEI

定義 DEI

At its core, DEI refers to a set of principles and practices aimed at promoting diversity, ensuring equity, and fostering inclusion within organisations and broader societal structures.

從本質上講，DEI 指的是一系列旨在促進多元化、確保平等並培養組織及更廣泛社會結構中包容性的原則與實踐。

Diversity emphasises the representation of varied identities—encompassing race, gender, age, disability, sexual orientation, and other dimensions—in all layers of an organisation.

多元化強調在組織的各個層面中代表各種身份——包括種族、性別、年齡、殘障、性取向及其他面向。

Equity, meanwhile, is concerned with fair treatment, access, and opportunities for all, recognising that historical and systemic disadvantages require remedial measures.

同時，平等關注於為所有人提供公平待遇、機會與資源，認識到歷史及體制性劣勢需要補救措施。

Inclusion involves creating environments in which all individuals feel valued, respected, and able to contribute fully.

包容則在於營造一種環境，使每個人都感到被重視、受到尊重並能夠充分貢獻。

The lexical simplicity of the term belies the complexity of its application.

這個詞彙的簡單表面之下，隱藏著其應用的複雜性。

In academic circles and policy debates alike, DEI has been dissected extensively, with scholars arguing that a mere tokenistic approach to diversity without genuine equity and inclusion can be counterproductive (Thomas, 2020; Shore et al., 2011).

在學術界和政策辯論中，DEI 一直被廣泛剖析，學者們認為僅僅採取象徵性多元而缺乏真正平等與包容的做法可能適得其反（Thomas, 2020；Shore 等, 2011）。

In this context, DEI is not simply a checklist of quotas or policies but a dynamic framework aimed at realising social justice within the workplace.

在這種背景下，DEI 並不僅僅是一張配額或政策清單，而是一個旨在實現職場社會正義的動態框架。

The Rise of DEI: Historical and Socio-political Underpinnings

DEI 的興起：歷史與社會政治基礎

The ascendance of DEI as a guiding principle in organisational policy is rooted in historical civil rights movements and the subsequent evolution of human rights legislation.

DEI 成為組織政策指導原則的崛起，源自歷史上的民權運動及隨後人權立法的演進。

In the United Kingdom, for example, the Equality Act 2010 consolidated previous anti-discrimination laws, laying the legal groundwork for contemporary DEI strategies.

例如，在英國，2010 年《平等法》整合了先前的反歧視法，為當代 DEI 策略奠定了法律基礎。

In the United States, the civil rights era, epitomised by landmark legislative milestones such as the Civil Rights Act of 1964, set the stage for decades of incremental progress toward workplace equality.

在美國，以 1964 年《民權法案》等里程碑式立法標誌的民權時代，為數十年來職場平等的逐步進展鋪路。

Similar trajectories are observable in countries such as Canada, Australia, and New Zealand, where social reform movements have historically championed the rights of marginalised communities.

在加拿大、澳洲及紐西蘭等國家，也可以觀察到類似的軌跡，這些國家的社會改革運動歷來致力於捍衛弱勢群體的權益。

The corporate sector has embraced DEI initiatives with increasing vigour.

企業部門以日益旺盛的熱情接受了 DEI 倡議。

Multinational companies now routinely publish diversity reports and establish dedicated DEI offices.

跨國公司如今常規地發佈多元報告，並設立專門的 DEI 部門。

However, as noted in a recent article by The Conversation, there is a notable backlash against what some critics describe as “corporate DEI” — a term that encapsulates both the enthusiasm for and scepticism of these initiatives (The Conversation, 2023).

企業部門以熱情接受了 DEI 倡議。跨國公司常規地發佈多元報告，並設立專門的 DEI 部門。然而，正如《對話》一篇文章所指出的，有明顯的反彈現象，一些批評者稱之為「企業 DEI」，這一術語既包含了對這些倡議的熱情，也涵蓋了對其的懷疑（對話, 2023）。

Critics argue that in some cases, DEI measures have become overly prescriptive, resulting in a misalignment between well-intentioned policies and the practicalities of workforce management.

批評者認為，在某些情況下，DEI 措施過於僵化，導致善意政策與實際的人力管理之間出現脫節。

We might observe that the rise of DEI is as much a symptom of contemporary capitalism as it is a corrective measure against its excesses.

我們可能會指出，DEI 的興起既是當代資本主義的一種表現，也是一項矯正其過度現象的措施。

In this vein, the current iteration of DEI is caught in a paradox: while it seeks to dismantle historical inequities, its implementation within profit-driven corporate frameworks may inadvertently reinforce existing power imbalances.

從這個角度來看，當前的 DEI 形態陷入了一種矛盾：雖然其試圖拆解歷史上的不平等，但在追求利潤的企業架構中實施時，可能無意中加劇既有權力的不平衡。

Balancing DEI with Employment Rights: The Imperative of Strategic Placement

平衡 DEI 與就業權益：策略性匹配的重要性

One of the most contentious debates in the realm of DEI concerns the extent to which employment rights may be affected by these initiatives.

在 DEI 領域中，最具爭議的辯論之一便是這些倡議可能對就業權益產生多大影響。

A central question is how to ensure that the right candidate occupies the right position without resorting to what some might term ‘DEI for its own sake.’

核心問題在於如何確保合適的人選擔任合適的職位，而非僅僅出於形式上的 DEI 而進行安排。

It is crucial to underscore that the objective of DEI is not to compromise on meritocracy or the operational efficiency of an organisation.

必須強調的是，DEI 的目標並非犧牲精英制度或組織的運作效率。

Instead, the goal is to enrich organisational culture by recognising the unique perspectives that each individual brings to the table.

相反，其目的是通過認識到每個人獨特的觀點來豐富組織文化。

To elaborate, the concept of “appropriate matching” is pivotal.

進一步說明，「適當匹配」的概念至關重要。

It involves the recognition that positions within an organisation should be filled by individuals who not only meet the requisite professional criteria but also contribute to the overarching diversity of the team.

這意味著組織中的職位應由不僅符合專業要求，同時能夠促進團隊整體多元化的個人來擔任。

This approach is markedly different from the idea that every position must adhere to a rigid DEI quota, which can lead to tokenistic appointments.

這種做法與認為每個職位都必須遵守嚴格的 DEI 配額的觀念有明顯區別，後者可能導致象徵性的任命。

Indeed, when DEI is misapplied—if every role is subjected to an inflexible diversity criterion—it risks devolving into a superficial exercise that undermines the very principles it seeks to uphold.

確實，當 DEI 被誤用——若每個職位都被套用不變的多元標準——便有可能淪為一種表面功夫，反而破壞了其試圖維護的基本原則。

The tension between DEI and employment rights is further exacerbated by the legal frameworks that govern workplace equality.

由於規範職場平等的法律框架，DEI 與就業權益之間的緊張關係進一步加劇。

Employment rights, as enshrined in legislation across many jurisdictions, are designed to ensure that all employees are protected from discrimination and that hiring practices are conducted fairly.

各地法律所賦予的就業權益旨在確保所有員工免受歧視，並確保招聘過程的公平性。

In balancing these rights with DEI initiatives, organisations must navigate a delicate terrain.

在平衡這些權益與 DEI 倡議時，組織必須謹慎應對這一微妙領域。

They must ensure that measures designed to promote diversity do not inadvertently lead to reverse discrimination or compromise the professional qualifications required for specific roles.

必須確保旨在促進多元化的措施不會無意中導致反向歧視，或損害特定職位所需的專業資格。

Research indicates that the most effective DEI strategies are those that integrate diversity into the core operational and strategic frameworks of an organisation rather than treating it as an add-on.

研究顯示，最有效的 DEI 策略是將多元化融入組織核心運營與戰略框架，而非僅作為附加選項。

For example, organisations that have embedded DEI principles into their corporate governance structures have seen not only improvements in workplace culture but also tangible gains in performance metrics (Hunt et al., 2018).

例如，那些將 DEI 原則納入企業治理結構的組織，不僅改善了職場文化，也在績效指標上獲得了明顯提升（Hunt 等, 2018）。

This suggests that when implemented thoughtfully, DEI initiatives can enhance rather than detract from the fundamental employment rights of individuals.

這表明，只要實施得當，DEI 倡議能夠增強，而非削弱個人的基本就業權益。

Global Perspectives on DEI Policies

全球 DEI 政策觀點

The global landscape of DEI policies is as varied as the societies that adopt them.

全球 DEI 政策的面貌與採納這些政策的社會多樣性一樣豐富多變。

In the United Kingdom, the Equality Act 2010 provides a comprehensive legal framework that underpins DEI efforts across both public and private sectors.

在英國，2010 年《平等法》提供了一個全面的法律框架，支撐著公共與私人部門的 DEI 努力。

This legislation prohibits discrimination on various grounds, thereby mandating that organisations actively work towards creating inclusive environments.

該法禁止基於各種理由的歧視，從而要求組織積極營造包容性的環境。

Moreover, public bodies in the UK are increasingly held accountable for their diversity metrics, with annual reporting requirements fostering a culture of transparency and continuous improvement.

此外，英國的公共機構越來越需要對其多元化數據負責，年度報告要求促進了一種透明且不斷改進的文化。

Across the Atlantic, the United States presents a more complex scenario.

跨越大西洋，美國呈現出一個更為複雜的局面。

While federal laws such as Title VII of the Civil Rights Act provide a robust framework against discrimination, the emphasis on DEI in corporate boardrooms and human resources policies has varied considerably between industries.

儘管《民權法案》第七章等聯邦法律提供了堅實的反歧視框架，但在企業董事會和人力資源政策中對 DEI 的重視程度在各行各業間大相逕庭。

Recent years have witnessed a surge in DEI initiatives, particularly among Fortune 500 companies.

近年來，特別是在《財富 500 強》企業中，DEI 倡議呈現激增趨勢。

However, this has not been without controversy.

然而，這一現象並非沒有爭議。

Critics contend that some DEI programmes in the United States have strayed from their original mandate, sometimes prioritising superficial diversity metrics over genuine inclusion (Dobbin & Kalev, 2018).

批評者主張，美國的一些 DEI 計劃已偏離其原始宗旨，有時甚至將表面化的多元化指標置於真正的包容之上（Dobbin & Kalev, 2018）。

In Canada, a nation often lauded for its multicultural ethos, DEI policies are similarly progressive.

在加拿大這個因多元文化精神而備受讚譽的國家，DEI 政策同樣進步。

Canadian companies and public institutions have embraced diversity not merely as a legal obligation but as a strategic asset.

加拿大的企業與公共機構不僅將多元化視為法律義務，更視為一項策略資產。

The federal government has also played a proactive role in promoting DEI through various initiatives, ranging from affirmative action measures to broader social inclusion policies.

聯邦政府也透過各項倡議從平權措施到更廣泛的社會包容政策，積極推動 DEI。

This commitment is evident in the country’s approach to immigration, employment equity, and the promotion of Indigenous rights.

這一承諾從該國對移民、就業平等及原住民權益的推動中可見一斑。

Australia presents yet another distinct approach.

澳洲則展現出另一種截然不同的做法。

The Workplace Gender Equality Act 2012, for instance, underscores the country’s commitment to addressing gender disparities within the workplace.

例如，《2012 年職場性別平等法》強調了該國解決職場性別差距的決心。

Australian DEI initiatives have also extended to cultural diversity and the inclusion of individuals from Indigenous communities.

澳洲的 DEI 倡議也延伸至文化多元性及原住民的包容。

Despite these efforts, Australia faces challenges similar to those encountered elsewhere, particularly in ensuring that DEI policies do not inadvertently compromise employment rights or lead to perceptions of reverse discrimination.

儘管付出諸多努力，澳洲仍面臨與其他地區類似的挑戰，尤其是在確保 DEI 政策不會無意中損害就業權益或引起逆向歧視觀感方面。

Other regions, including parts of Europe and Asia, have also embarked on their respective DEI journeys.

其他地區，包括歐洲與亞洲的部分國家，也都展開了各自的 DEI 之旅。

In Germany, for example, diversity policies have increasingly focused on integrating immigrants and refugees into the workforce, thereby addressing both economic and social dimensions of inclusion.

例如，在德國，多元化政策越來越注重將移民及難民融入勞動力市場，從而兼顧經濟與社會層面的包容。

Meanwhile, in countries like Japan, where homogeneous cultural norms have historically dominated, there is a nascent but growing awareness of the need for greater workplace diversity.

與此同時，在如日本這樣傳統上以同質文化為主的國家，對於職場多元化需求的意識正逐漸萌芽且不斷增強。

These global examples underscore that while the challenges of implementing DEI are universal, the specific strategies and policy instruments must be tailored to local cultural, social, and legal contexts.

這些全球範例強調了雖然實施 DEI 的挑戰具有普遍性，但具體策略和政策工具必須根據當地的文化、社會與法律背景量身訂做。

The Intersection of DEI, Employment Rights, and Corporate Strategy

DEI、就業權益與企業策略的交匯

To understand the full implications of DEI in modern society, it is essential to consider its intersection with corporate strategy and employment rights.

要了解 DEI 在現代社會中的全面影響，必須考慮其與企業策略及就業權益之間的交匯。

As organisations increasingly recognise that diverse teams can spur innovation and drive competitive advantage, the rationale for DEI extends beyond mere legal compliance or social justice imperatives.

隨著組織日益認識到多元團隊能夠激發創新並推動競爭優勢，DEI 的理念已超越僅僅是符合法律或社會正義的要求。

It is now widely accepted that a heterogeneous workforce can enhance problem-solving capabilities, broaden market insights, and ultimately contribute to improved financial performance (McKinsey & Company, 2020).

如今普遍認為，多元化的勞動力能夠提升解決問題的能力，拓寬市場洞察，最終促進財務績效的改善（McKinsey & Company, 2020）。

Nonetheless, the pursuit of DEI must be balanced against the imperative of maintaining robust employment rights.

然而，在追求 DEI 的同時，維護堅實的就業權益也是不可或缺的。

A fundamental challenge is ensuring that DEI does not become a performative exercise—a scenario in which organisations adopt cosmetic measures that fail to engender meaningful change.

一項根本挑戰在於確保 DEI 不會淪為僅流於表面的形式化舉措，僅僅是表面修飾而未能帶來實質性改變。

Such an outcome not only risks legal repercussions but also undermines the trust of employees and the public alike.

這樣的結果不僅可能引發法律後果，還會削弱員工與公眾的信任。

In this regard, transparency and accountability are paramount.

在這方面，透明度與問責制至關重要。

Organisations must set clear, measurable objectives for their DEI initiatives and regularly assess their impact, both in terms of diversity metrics and employee satisfaction.

組織必須為其 DEI 倡議設定明確且可衡量的目標，並定期評估其影響，無論是從多元化數據還是員工滿意度角度。

Furthermore, the integration of DEI into corporate strategy should be informed by empirical evidence and best practices.

此外，將 DEI 融入企業策略應該以實證數據和最佳實踐作為指引。

Recent studies have highlighted that initiatives which are closely aligned with an organisation’s core values and strategic priorities tend to be more successful.

近期研究指出，與組織核心價值和戰略優先事項緊密結合的倡議往往更為成功。

This involves a holistic approach that encompasses recruitment, retention, career development, and workplace culture.

這需要一種包含招聘、留任、職涯發展與職場文化在內的整體性方法。

By ensuring that DEI is embedded in every facet of organisational operations, companies can mitigate the risk of creating silos or inadvertently marginalising certain groups.

藉由確保 DEI 融入組織運作的每個層面，公司可以降低形成信息孤島或無意中邊緣化某些群體的風險。

It is also crucial that DEI initiatives are implemented with a nuanced understanding of local labour markets and cultural dynamics.

同樣重要的是，實施 DEI 倡議時必須對當地勞動市場與文化動態有著細緻的理解。

For instance, while a particular DEI programme might thrive in the multicultural milieu of the United States, it may require significant adaptation to be effective in more culturally homogenous settings such as Japan.

例如，一個特定的 DEI 計劃或許在美國的多元文化環境中能夠蓬勃發展，但在日本這樣文化較為單一的環境中則可能需要重大調整才能奏效。

In this light, the role of leadership is critical.

從這個角度來看，領導層的作用顯得尤為關鍵。

Leaders must champion DEI not only as a policy directive but as an organisational ethos that informs decision-making at all levels.

領導者必須將 DEI 作為一種不僅僅是政策指令，更是一種指導各層決策的組織精神來倡導。

Case Studies and Empirical Insights

案例研究與實證見解

Empirical research from various regions provides valuable insights into the successes and challenges of DEI initiatives.

來自不同地區的實證研究為我們提供了有關 DEI 倡議成功與挑戰的寶貴見解。

In the United Kingdom, for instance, several large financial institutions have reported that robust DEI programmes have led to improved employee engagement and innovation.

例如，在英國，多家大型金融機構報告指出，強有力的 DEI 計劃提升了員工參與度和創新能力。

However, these successes have not come without challenges.

然而，這些成功並非沒有伴隨挑戰。

Some organisations have faced internal resistance, particularly from those who perceive DEI measures as a threat to traditional notions of meritocracy.

一些組織面臨內部阻力，尤其來自那些認為 DEI 措施威脅傳統精英制度的人士。

This tension underscores the importance of effective communication and education in realising the benefits of DEI.

這種緊張狀態凸顯了在實現 DEI 益處過程中，有效溝通與教育的重要性。

In the United States, the case of technology firms in Silicon Valley illustrates both the potential and pitfalls of corporate DEI.

在美國，矽谷科技公司的案例展示了企業 DEI 的潛力與陷阱。

While these companies have made public commitments to diversifying their workforces, critics argue that the pace of change has been insufficient and that structural barriers remain entrenched.

儘管這些公司已公開承諾多元化其勞動力，批評者卻認為變革的速度不足，且結構性障礙依然根深蒂固。

Conversely, companies that have taken a more comprehensive approach—integrating DEI into recruitment, professional development, and performance evaluation—have seen more tangible benefits.

相反，那些採取更全面方法——將 DEI 融入招聘、專業發展和績效評估中的公司——則獲得了更明顯的益處。

These examples suggest that the most successful DEI strategies are those that go beyond surface-level interventions and address the root causes of inequality.

這些例子表明，最成功的 DEI 策略是那些超越表面干預並解決不平等根本原因的策略。

Similarly, in Canada, initiatives aimed at increasing Indigenous representation in corporate Canada have met with varying degrees of success.

同樣，在加拿大，旨在提升企業中原住民代表性的倡議成效不一。

Policies that are co-developed with Indigenous communities, and which acknowledge the historical injustices faced by these groups, tend to be more effective than those imposed from above.

與原住民社群共同制定，並承認這些群體歷史不公的政策，通常比自上而下強加的政策更為有效。

Such findings resonate with the broader academic consensus that DEI initiatives must be context-sensitive and co-created with the stakeholders they are designed to benefit.

這些發現與學術界廣泛認同的觀點相呼應，即 DEI 倡議必須根據情境敏感度並與其受益的利益相關者共同創造。

Challenges and the Road Ahead

挑戰與未來之路

Despite the progress that has been made, the implementation of DEI initiatives is not without its challenges.

儘管已有顯著進展，DEI 倡議的實施仍不乏挑戰。

One key issue is the potential for “DEI fatigue,” wherein both employees and managers become disillusioned by what they perceive as an overemphasis on diversity metrics at the expense of other organisational priorities.

一個主要問題是所謂的“DEI 疲勞”，即員工和管理者因認為過分強調多元指標而忽視其他組織優先事項而產生的幻滅感。

There is also the risk that DEI initiatives, if not properly integrated, may lead to unintended consequences such as reverse discrimination or the marginalisation of certain groups who do not fit neatly into established diversity categories.

同時，若 DEI 倡議未得到適當整合，亦有可能導致意想不到的後果，如逆向歧視或使某些群體因無法恰當融入既定的多元分類而被邊緣化。

Moreover, the global nature of contemporary business means that organisations must navigate a complex array of legal and cultural expectations.

此外，當代商業的全球化意味著組織必須應對一系列複雜的法律與文化期望。

The task of aligning DEI policies with the diverse regulatory frameworks across different countries requires not only legal acumen but also cultural sensitivity.

使 DEI 政策與各國不同的監管框架保持一致，既需要法律智慧，也需要文化敏感度。

In this regard, international organisations and multinational corporations face a particularly daunting challenge: how to maintain a coherent DEI strategy that is both globally consistent and locally relevant.

在這方面，國際組織與跨國公司面臨著一項特別艱巨的挑戰：如何維持一個既全球一致又具地方相關性的連貫 DEI 策略。

Looking forward, it is imperative that DEI initiatives are continually re-evaluated in light of emerging evidence and shifting socio-political landscapes.

展望未來，根據新興證據和不斷變化的社會政治環境，持續重新評估 DEI 倡議是當務之急。

Policymakers, business leaders, and academic researchers alike must collaborate to develop strategies that are both innovative and inclusive.

政策制定者、企業領袖與學術研究者必須攜手合作，制定既具創新性又具包容性的策略。

There is a growing body of research that highlights the benefits of a well-implemented DEI strategy—not only in terms of improved workplace culture and employee satisfaction but also in driving organisational performance.

越來越多的研究強調，一個實施得當的 DEI 策略不僅能改善職場文化和員工滿意度，還能推動組織績效的提升。

Yet, these benefits can only be realised if DEI is approached as an integral component of corporate governance, rather than as an isolated programme.

然而，這些益處只有在將 DEI 作為企業治理不可分割的一部分，而非孤立計劃時才能實現。

Conclusion

結論

The evolution of Diversity, Equity, and Inclusion from a marginal policy consideration to a central organisational tenet underscores the profound socio-political shifts of our time.

多元、平等與包容從邊緣政策考量演變為組織核心信條，突顯了我們時代深刻的社會政治變遷。

As DEI initiatives continue to expand, the challenge lies in ensuring that these measures complement rather than conflict with established employment rights.

隨著 DEI 倡議持續擴大，挑戰在於確保這些措施是補充而非與既定就業權益相衝突。

The imperative is clear: organisations must strive for a model of “appropriate matching,” whereby positions are filled by individuals who bring both the requisite professional expertise and the diverse perspectives needed to foster innovation and social justice.

目標十分明確：組織必須追求一種“適當匹配”的模式，即以既具備所需專業能力，又能帶來多元觀點，促進創新與社會正義的人才來充實各個職位。

By critically examining the historical rise of DEI, its integration with employment rights, and the varied global approaches to these policies, this article has sought to illuminate the complexities of the modern workplace.

本文通過批判性地檢視 DEI 的歷史興起、其與就業權益的整合，以及各國對這些政策的不同方法，試圖闡明現代職場的複雜性。

Drawing on empirical research and comparative case studies, it is evident that a balanced, strategic approach to DEI not only safeguards employment rights but also enhances organisational performance.

通過借鑒實證研究與比較案例，顯然平衡且策略性地推行 DEI 不僅能保護就業權益，還能提升組織績效。

As we navigate an increasingly interconnected and diverse world, the insights gained from these analyses will be indispensable in shaping policies that are both equitable and sustainable.

在我們步入一個日益互聯且多元的世界時，這些分析所得的見解將成為塑造既公平又可持續政策的重要參考。

In the spirit of Owen Jones’ incisive critique of contemporary power structures, it is essential that DEI initiatives are not reduced to mere buzzwords or token gestures.

秉承 Owen Jones 對當代權力結構尖銳批評的精神，必須確保 DEI 倡議不僅僅淪為流行語或象徵性姿態。

Instead, they must be understood as a vital component of a broader struggle for social justice—a struggle that demands both accountability and innovation.

相反，應將其理解為爭取社會正義更廣泛鬥爭的重要組成部分——這場鬥爭既需要問責也需要創新。

The future of work depends on our collective ability to integrate diversity into the very fabric of organisational life while ensuring that the rights and contributions of every individual are respected and celebrated.

工作的未來依賴於我們共同將多元性融入組織生活的每個層面，同時確保每個人的權利與貢獻都受到尊重與讚揚。

Ultimately, the journey towards a truly inclusive and equitable workplace is fraught with challenges, but it is one that holds the promise of a more just and prosperous society.

最終，邁向真正包容且公平的職場之路充滿挑戰，但卻蘊藏著邁向更公正繁榮社會的希望。

Organisations that can successfully navigate this terrain will not only be better positioned to harness the creative potential of a diverse workforce but will also serve as exemplars of modern corporate citizenship in an increasingly pluralistic world.

那些能夠成功應對這一挑戰的組織，將不僅能更好地利用多元勞動力的創造潛力，還將成為在日益多元的世界中現代企業公民的典範。

In conclusion, as organisations across the globe continue to embrace DEI, it is incumbent upon leaders and policymakers to ensure that these initiatives are not merely performative but are deeply integrated into the ethos of their institutions.

總之，隨著全球各地的組織持續擁抱 DEI，領導者與政策制定者有責任確保這些倡議不僅僅流於形式，而是深深融入機構的精神。

Through a measured and evidence-based approach, we can hope to forge a future in which diversity, equity, and inclusion are not just ideals, but the very foundation of a fair and dynamic workplace.

透過一種審慎且基於證據的方法，我們有望締造一個多元、平等與包容不僅僅是理想，而是成為公平且充滿活力職場基石的未來。