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HR "has a very specific role to play" when it comes to meeting increasing social expectations of prioritising DEI and delivering results, says an HR chief.

"DEI has to be baked into strategy, because the 'ingredients' are the people that you have. You can't separate the topic of DEI from any employee you have in the workforce. They are the individual sum total of the DEI of the organisation," says VP of HR at Schneider Electric Dean Summlar.

But the people strategy must complement the business strategy, so Schneider Electric has incorporated DEI-related sustainable development goals into its environment, social and governance strategy, he tells HR Daily.

One example of this is its commitment to gender representation. "We know that gender representation in STEM industries is not yet at parity, both at the leadership level, technical disciplines in organisations and at the entry level into STEM careers...