1.    Inclusive language guide. 

The way we call People/things has a significant effect on what they become, so allowing for a change in vocabulary to accommodate our diversity is a very great call.

 

2.    Inclusion during challenging times.

A friend in time of need is said to be a friend indeed, I find it particularly empowering to know that even in turbulent times SC still got your back.

More Work Needed

1.    Transgender inclusion at work

SC has done a lot on its effort to include people from diverse gender affiliations however, as the days go by the identity of people become more complex hence SC will need to keep reviewing her views to catch up.

 

2.    Conversations about race

Even though there have been enormous efforts in the conversation on race when we think of D&I, some individual from all parts or regions in the world are sentimental about associating with other races therefore creating a gap that maybe a bit difficult to cover. However, it is possible, considering at the direction and work SC is pursuing in the matter.

-Alexandra 

-Violette

• International coverage of the company:

We can count the number of different countries where our employees come from. Bigger the number, higher the coverage, which means a higher tolerance for different culture and backgrounds.

The tolerance directly reflects the level of our D&l.

• Age group:

We can use some data analysis tools to investigate the age group. They might be some percentage difference between each age group, but at least every age group should at least have some numerical impact.

• Ratio of male and female employee:

The ratio of male and female employees reflects whether we have some preference within gender.

More balanced the number, higher equality we provided to our candidates. Equality also contributes to our measure our D&l.

• Number of inter-department activities has been held during the whole year:

The more inter-department activities have been held, the more communication we had among the company. In this case, employees have a greater chance to meet others with different backgrounds, which does help to build the community D&l.

• Anonymous survey results based on D&l:

The result of survey can be a very direct way of measuring D&l. Since people can easily share their actual feeling, we can just get a way to visualize how big the D&l advocacy impact really is among our employees.

2. Careful. I am careful about every detail including the figure, writing, and communication skills. What I need to improve is to think it over before the task.

3. Easygoing. I am nice to my colleagues and I am willing to help them with the tasks. In some cases, I need to be more strict about my relationship.

4. Confident. I am confident about what I have done and present to my leader. However, being humble is also playing a crucial role.

5. Outgoing. I am not afraid to talk with anyone and show my talent. However, somebody will consider me as an awful guy as well.

By Chariton

Additionally, the app can often be used to pay at smaller merchants who do not accept card payments, making it convenient to use. 

This makes it very enticing for consumers to use this app to make their payments and could attract more retail customers. 

On the other hand, a commonly identified area that I need to improve is being too direct. I have been told that sometimes I tend to be very straightforward while I communicate. With that in mind I understand that I should work on communicating my honesty in a more tactful way.

- Areas of improvement: proactive, concentration, overthinking

* How to make a difference after reflection:

An innovative banking idea in my country is a stand-alone, digital-only bank. This is a type of bank that operates entirely online. Customers can access their accounts and services through a mobile app or a web, and use various digital channels to communicate with the bank, such as chatbots, video calls, or social media.

Timo is the first digital-only bank in Vietnam. It offers a range of banking products and services. It also provides various features and benefits to its customers.

It can potentially be adopted in SC because of:

o   Return on Equity should be made a standard across the banking sector, as a measure of financial performance. It is a more holistic metric that can be a guideline when making decisions, when aligning with the interest of all stakeholders, and demonstrates a clear correlation with returns and share price growth.

o   Integration when selling products will be crucial to increasing returns and limiting cost when considering ROTE in the future. This is because it reduces the acquisition/transition costs of new clients, whilst opening new revenue streams