A recent breakfast roundtable hosted by RYTHM Foundation provided a thoughtful platform to explore the complexities of Diversity, Equity, and Inclusion (DEI) across various sectors.
Advocates and professionals discussed the challenges marginalised communities face, highlighting the transformative power of education, equitable opportunities, and inclusive practices.
The participants were Dr Madhavi Panda of Parinaama Foundation, Madiha Fuad of PlusVibes, Prof Zita Mohd Fahmi of Quest International University (QIU), Prof Dato’ Dr Rokiah Omar of Universiti Kebangsaan Malaysia (UKM), change culture practitioner Dr Diana Jayasauri, communications advisor Elliza Abdul Rahim, social entrepreneur Amnani Abdul Kadir of A Better Chance, social entrepreneur SP Nathan of ServeBetter, Rashid Mat of InspiraComm, and change culture advocate Geetha Rubasundram.
The Chairperson of RYTHM Foundation, Datin Sri Umayal Eswaran, facilitated the event. She emphasised addressing barriers that perpetuate disempowerment to create a more inclusive society.
“How is institutionalised discrimination perpetuating disempowerment?” she asked, setting the dialogue’s tone.
Education Barriers
Dr Madhavi highlighted language as a significant educational barrier, sharing her experience from India. She noted that lacking shared linguistic ground can prevent students from fully understanding course material, especially in multilingual communities.
“Addressing language barriers proactively can make education programmes more inclusive and effective,” she said.
Elliza emphasised the digital divide, stating that despite governmental efforts toward digital transformation, many young people from underprivileged backgrounds still lack access to smart devices and the internet.
“Digital inclusion is now key to DEI,” she said. “We need creative solutions to ensure no one is left behind in the digital age.”
Mental health support also emerged as an essential aspect of DEI, with PlusVibes’ Madiha discussing the lack of mental health services in some Malaysian universities. She noted that this disproportionately affects students from already marginalised backgrounds.
“Promoting mental health awareness and improving support systems is crucial to creating an inclusive environment where all students can thrive academically and personally,” she explained.
Workplace Equity and Safety
Amnani Abdul Kadir from the Women’s Aid Organisation discussed gender discrimination in the workplace, particularly affecting women and mothers. She emphasised the need for more flexible work arrangements and better support systems to help women re-enter the workforce after maternity leave.
“Addressing these barriers is essential to creating inclusive environments that recognise the contributions of all employees,” Amnani said.
Dr Diana expanded the conversation by discussing the lack of psychological safety in workplaces.
“True DEI must include platforms where individuals feel safe to express their views without fear of retribution,” she explained. “This is vital for fostering innovation and respecting individual differences.”
Economic Security and Underprivileged Communities
Nathan of ServeBetter added insights on the intersection of economic stability and DEI, noting that financial security is often overlooked in DEI discussions but is critical to personal well-being.
“Economic soundness must be part of any DEI strategy,” he said. “Breaking down financial barriers and ensuring fair wages are steps toward true equity.”
UKM’s Dr Rokiah echoed Nathan’s sentiments, focusing on empowering the indigenous Orang Asli communities. She addressed the misconceptions about their potential, advocating for resources and opportunities that enable them to contribute meaningfully to economic growth.
“True empowerment involves providing the Orang Asli with the tools and support they need to thrive,” she said.
InspiraComm’s Rashid provided insights into the challenges faced by Malaysia’s B40 communities. He stressed that survival often prioritises abstract concepts like equity and inclusion.
“Discussions on DEI can feel disconnected from their daily struggles unless immediate needs are addressed first,” he noted.
Corporate Diversity and Structural Barriers
Geetha discussed how corporate diversity efforts in Malaysia tend to focus on gender while neglecting race and wage discrimination. She called for a more intersectional approach that includes marginalised groups such as single women and older people.
“Corporate Malaysia needs to broaden its focus and address wage disparities while creating opportunities for marginalised groups,” Geetha argued.
The discussion was pivotal to shaping a comprehensive understanding of how DEI principles can be effectively integrated into education and organisational frameworks. The roundtable also highlighted the urgent need for systemic reforms by addressing the multifaceted barriers to inclusivity.
QIU’s Prof Zita said, “We must address these barriers at their roots to create lasting change. While initiatives like financial literacy and mental health awareness are important, progress will remain limited without tackling structural challenges.”
Growth Mindset: A DEI Enabler
The panellists agreed that fostering a growth mindset is vital to overcoming the various barriers they discussed.
“Empowerment, inclusivity, mental health support, and addressing structural inequalities are all necessary to cultivate environments where individuals and communities believe in their capacity for growth and continuous improvement,” Datin Sri Umayal concluded.
