TEYSEER GROUP OF COMPANIES

GROUP INTERNAL AUDIT DEPARTMENT

P .O . BO X 15 5 6, DO H A, Q A TA R. TEL -4 4 6 21 38 4 .F A X 4 46 2 07 0

DEI: Key to strategy and competitiveness AUG- 2023

Diversity, Equity, and Inclusion (DEI) is an organizational framework promoting a "diverse workforce, fair
treatment, and full participation of employees." DEI are three closely linked values organizations hold to
support different groups of individuals, such as ethnicities, abilities, genders, etc. DEI is a key element of an
effective Environmental, Social, and Governance (ESG) program.
Diversity is the representation, in a group, of various facets of identity. It is the achievement of a work
environment where all individuals are treated fairly and respectfully, have equal access to opportunities and
resources, and can contribute fully to the organization's success. Diversity makes communities and workplaces
more productive, tolerant, and welcoming.
Equity ensures that everyone has support and access to the resources needed to succeed and identifies and
eliminates barriers that have prevented full participation. It means that the norms, practices, and policies
ensure identity is not predictive of opportunities. Equality assumes that everyone should be treated the same;
equity considers a person's unique circumstances, adjusting treatment to make the result equal.
Inclusion means the action taken to understand, embrace, and leverage the different strengths and facets of
identity for all individuals to feel welcomed, valued, and supported.
Diversity is the presence of differences in a given setting, and inclusion ensures that people feel a sense of
belonging and support. The more diverse an organization gets, the more important inclusion
becomes. Inclusive efforts make employees feel respected and trusted, regardless of background.

WHAT NEXT?
1. Make DEI goals specific, executable, and quantifiable. Integrate DEI initiatives with company goals
using statistics, targets, and objectives.
2. Develop hiring, retaining, and promoting policies to ensure diversity from entry-level workers through
senior management.
3. Implement incentives and accountability through key performance indicators to measure achievements
toward equity targets. Encourage candid dialogue and empathetic appreciation of diverse experiences.
4. Provide unconscious bias training for employees. Encourage norms that value, respect diversity, and treat
individuals as themselves, not category members.
5. Communicate humbly and vulnerably, admitting where improvements are needed. Communicate a
commitment to action.
6. Introduce talent development programs for underrepresented employees.

DEI initiatives have been proven to increase employee engagement and productivity, reduce absenteeism and
turnover rates, improve customer service satisfaction levels, foster a more innovative culture, and create better
problem-solving abilities among teams.

“Diversity: the art of thinking independently together.” — Malcolm Forbes