The conversation around Diversity, Equity, and Inclusion has never been more pressing, as organizations worldwide navigate complex landscapes shaped by local policies, cultural expectations, and evolving workplace demographics.
To explore these challenges and opportunities, Seramount recently hosted a webinar titled “DEI Lessons from Around the World,” featuring insights from our partners at Inditex and Kellanova alongside our expanding Global Advisory Network. With expert voices from six countries—the UK, Canada, UAE, Ireland, Spain, and Germany—the webinar offers a nuanced look at how DEI is evolving worldwide.
Want to hear directly from the experts? Watch the recording to dive deeper into the insights they shared.
Here are some key takeaways from the conversation:
The Power of Proactivity: UK on DEI Data
Sathya Bala, Founder and CEO of True Change, emphasized the power of data in advancing DEI. In the UK, data transparency is not just a compliance requirement—it’s a competitive advantage. The Equalities Act and gender pay reporting have laid a foundation for disclosure, but organizations are going further, recognizing that investors and clients demand meaningful DEI data. Research reveals that 9 out of 10 investors assess nonfinancial indicators such as sustainability and inclusion when valuing companies.
Transparency is king here. Transparency is about building trust it’s not about hiding issues or waiting to share our issues until we’re forced to but how do we be proactive.
Companies that integrate intersectional data—examining diversity through the lenses of gender, ethnicity, socioeconomic background, and career progression—are better positioned to drive change and remain relevant in an evolving marketplace. The key challenge remains using data not just to report but to tell compelling stories that engage both the head and the heart to drive real change.
Canada’s Approach: A Multicultural and Legislative-Driven DEI Framework
Laraine Kaminsky, President and CEO of Global LK, highlighted Canada’s unique DEI landscape, shaped by its bilingualism, multicultural policies, and legislative milestones. While Canada is known for its generosity toward immigrants, including extensive language training programs and childcare support, it also grapples with historical injustices, particularly regarding Indigenous communities. The Truth and Reconciliation Commission’s 2015 Calls to Action have spurred progress and reflected their commitment to systemic change.
Canada recognizes four equity groups: women, Indigenous peoples, people with disabilities, and visible minorities, though terminology such as “visible minorities” is increasingly becoming outdated. Successes in legislative commitments have led to strong public sector representation for women, improved Indigenous recognition, and enhanced accessibility laws expanding inclusion to neurodiversity, mental health, and psychological safety.
Kaminsky stresses the importance of moving beyond performative actions by localizing DEI efforts and addressing systemic barriers. Opportunities lie in embracing intersectionality and linking DEI to economic sustainability and innovation.
Bridging the Generational Divide in the UAE
Maya Rmeity, Co-Founder of Prosperise, highlights the rapidly evolving workforce in the UAE, where four generations—soon to be five—are working together, bringing diverse perspectives and expectations. With nearly half the MENA and GCC population under 25 and 65 million people entering the job market by 2030, the challenge lies in integrating young talent into a workforce that traditionally values hierarchy and experience.
Cultural perceptions, limited career opportunities, work-life balance struggles, and the gender pay gap remain key barriers to women’s full workforce participation. However, the UAE has made significant progress in gender equity: Two-thirds of public sector employees are women and 30% hold senior leadership roles—30% of C-suite and 22% of managerial roles occupied by women in the private sector.
Organizations are creating inclusive environments by fostering mentorship programs, redefining workplace cultures to align with younger generations, and promoting work-life balance initiatives. These initiatives benefit both organizations and employees by fostering innovation, boosting engagement, and securing long-term workforce sustainability.
The Role of Belonging in Ireland’s Tight Labor Market
With a labor market projected to maintain a 4.5% unemployment rate, Sarah Philipps, HR Business Partner for Talent and ED&I at Kellanova, stressed that belonging is becoming a key differentiator for companies in Ireland. A staggering 70% of job seekers consider DEI initiatives critical when choosing an employer, heightening expectations for organizations to create environments where employees feel valued.
As a result of the recent corporate restructuring at Kellogg’s, the company saw an opportunity to redefine its culture, recognizing that while inclusion is important, it does not automatically lead to belonging. To embed belonging into the organization, Kellogg’s uses a multilayered approach, from assigning an annual DEI theme for ERGs, integrating belonging to leadership training, and offering inclusive recruitment programs to instilling new policies benefiting women and parents that have been designed with warm, inclusive language. Kellogg’s is constantly listening to employees to refine initiatives, ensuring continuous improvement.
Belonging isn’t a one and done effort, it’s absolutely an ongoing commitment so start by listening. You can’t build belonging without understanding what matters most to your people.
Sarah Phillips, HR Business Partner Talent and ED&I, Kellanova
Advancing DEI Through Immigration and Accessibility in Spain
Nacho Mora Ariza, Inditex’s International Diversity & Inclusion Officer, underscored the company’s commitment to inclusion, focusing on immigration and disability. In Spain, where nearly 20% of the population is foreign-born, immigration is a demographic and economic engine—but integration challenges persist. Inditex’s SALTA program, launched 17 years ago, bridges this gap by providing employment and training to individuals facing economic and social barriers, including refugees. Employees play a crucial role as mentors, helping participants develop essential skills such as teamwork and communication, driving economic mobility while strengthening Inditex’s diverse talent pipeline.
Inditex’s INCLUYE program integrates people with disabilities by ensuring accessible workplaces and targeted professional development. Spain’s legal framework requires companies with 50+ employees to maintain a 2% employment rate for persons with disabilities, aligning with the 2025 European Accessibility Act. Inditex goes further: setting and achieving an ambitious goal to double its workforce of employees with disabilities, hiring 1,500 new professionals. Each market collaborates with local organizations to enhance recruitment, support, and accessibility, fostering a more inclusive workplace and shopping experience. These initiatives reinforce Inditex’s commitment to DEI as a business priority, embedding inclusion into its talent strategy and corporate responsibility.
Moving Beyond Compliance: Shaping Inclusive Cultures in Germany
Isabelle Demangeat, Founder of fit for culture, global inSight, believes true DEI progress in Germany goes beyond policy—it requires embedding inclusion into workplace culture and leadership behaviors. While regulations have driven some change, many companies still see DEI as a compliance task rather than a strategic advantage. She emphasizes that DEI efforts should shape daily workplace interactions, not just sit at the policy level.
Germany has made strides in gender equity, with a 30% quota for women on supervisory boards increasing leadership representation. However, challenges remain—nearly 50% of women work part-time, limiting career progression and economic security, and only 14% of C-suite roles are held by women. Deep-rooted cultural norms around work-life division persist, but progress is evident. Recent policies, such as the 2023 Pay Transparency Act, aim to close the gender pay gap, which remains one of Europe’s highest at 18%.
To sustain momentum, companies must actively cultivate inclusive cultures. Leadership visibility, male allyship, and ERGs are driving change, while flexible work policies, childcare support, and inclusive leadership training are helping to break systemic barriers. Long-term success depends on embedding inclusivity at every level.
Lessons in Global DEI: Moving Forward Together
Listening, learning, and embracing diverse perspectives across the world—this discussion has been a powerful reminder that inclusion is a shared, global movement. While DEI faces scrutiny in various regions, the work continues to evolve, demonstrating resilience and adaptability. No single approach can address the complexities of DEI worldwide, but by understanding cultural nuances and regulatory landscapes, organizations can build more inclusive workplaces that reflect the societies they operate in.
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Angela-Gabrielle Pajarito Lacerna is a passionate advocate for diversity, equity, and inclusion (DEI), with a unique journey shaped by her experiences as an immigrant from the Philippines and her diverse background in music and education. As an Associate Director at Seramount, Angela cultivates impactful partnerships across industries.
Angela-Gabrielle Pajarito Lacerna is a passionate advocate for diversity, equity, and inclusion (DEI), with a unique journey shaped by her experiences as an immigrant from the Philippines and her diverse background in music and education. As an Associate Director at Seramount, Angela cultivates impactful partnerships across industries, including Retail, Custom Software & IT Services, HR & Staffing, Management Consulting, Government, and Nonprofit sectors. Her dedication to DEI is both personal and professional, and she is committed to helping organizations foster lasting, positive change.
In addition to her role at Seramount, Angela serves on the board of the National Association of Asian American Professionals (NAAAP) DC, where she leads initiatives that support the professional development of Asian Americans. She is also actively engaged in Employee Resource Group (ERG) programming, contributing to AANHPI Heritage Month and Filipino American Heritage Month (FAHM) celebrations.
Angela holds a BA from Franklin & Marshall College and an MA from Columbia University. She resides just outside Washington, D.C., where she enjoys visiting museums, taking dance classes, and cooking.
