會議主題 Theme

以人為本,從「心」出發:多元、公平、共融下的企業永續實踐

Human-Centered, Heart-Driven: The Practice of Corporate Sustainability for Diversity, Equity, and Inclusion

會議時間 Dates

2024/5/18(六)、2024/5/19(日)

會議地點 Venue

國立臺灣大學

應用力學館

主辦單位 Organizer

社團法人臺灣工商心理學學會

國立臺灣大學心理學系

協辦單位 Co-organizer

國科會
國立政治大學心理學系
中原大學心理學系
國立政治大學企業永續管理研究中心
華人本土心理研究基金會

會議簡介 Introduction

近年來,隨著勞動力背景多樣化日趨明顯,企業開始重視多元、公平與共融(Diversity, Equity and Inclusion,DEI)的管理議題。多元意指企業廣納多樣背景的人才,諸如不同性別、年齡、宗教、種族、教育、經歷、專業等等。公平意指每一種背景的人才,都能獲得企業公平的對待,具有同等的機會,不因個別差異而受到歧視。共融意指企業能夠為多元背景的員工創造一個友善與開放的工作環境,讓員工感受到尊重、有歸屬感、能展現自我、可以自在發聲。DEI之所以重要,是因為它是企業善盡社會公民職責、實踐永續發展的關鍵活動,以展現對不同背景之員工給予一視同仁的關懷。實際上,在企業永續發展中落實DEI,不僅能為企業創造雇主品牌形象,招募到更多元的優秀人才,也能降低員工的流動率,更能提升員工的生產力乃至企業的財務表現。正因如此,若干知名企業,如Apple、施耐德電機(Schneider Electric)、資生堂、Disney等等,無不致力於推動DEI的政策與實務;臺灣企業組織也開始關心這個議題,推動若干本土化的DEI管理制度。

有鑑於DEI的管理實務,是以員工為焦點,讓企業永續的目標由「企業永續」落實在「人才永續」上,這儼然是工商心理學在學術與實務上可以發揮貢獻的議題。例如,針對多元的議題,已有若干學者與實務工作者試圖探究多元管理(diversity management)實務該如何規劃,才能讓多元的個人員工、團隊、乃至組織產生最佳的福祉與效能;他們也試圖檢視既有的心理學理論或研究發現,是否有助於解釋多元管理發揮效果(或產生反效果)的機制,以利引導多元管理最佳實務的設計(如多元招募與甄選、多元訓練……等等)。針對公平的議題,也有不少學者與實務工作者運用現有的公平與組織正義理論,以及偏見、歧視、刻板印象的觀點與研究證據,來探討如何建構一個公平、無偏見的工作環境與管理制度。針對共融的議題,更有許多學者與實務工作者試圖探討管理階層如何展現共融領導(inclusive leadership),讓多元組成的團隊或組織成員,同時感受到高度的歸屬感與獨特性(個人內在歷程),並產生良性的溝通與合作關係(人際間歷程),進而促進績效表現。由以上觀之,由工商心理學的角度切入,以員工為本,關切員工的心理狀態,實為探究DEI下企業實踐永續的關鍵導入點。

基於以上所述,若能創造一個對話的平台,讓學術界與實務界的人士討論如何規劃與設計出「以員工為核心」的DEI實務,以利提升員工的福祉與效能,才能真正落實「人才是企業最大的資產」的理念,這對追求永續實踐的企業而言,別具意義。

本研討會以「以人為本,從『心』出發:多元、公平、共融下的企業永續實踐」為主題,期冀透過國際學術研討會的召開,從工商心理學的視角來檢視臺灣企業組織如何秉持「人本關懷」的精神,在多元、公平、共融的脈絡下,於本土實踐企業永續。本研討會期望能透過國內外學術界與實務界的交流與對話,找出員工導向的DEI與永續發展的可行研究方向,進而發展出解決DEI與永續發展企業問題的有效方案。

With the rise of diversity in labor populations in recent years, organizations have started to shift focus to management issues revolving around diversity, equity, and inclusion (DEI). Diversity means organizations that includes talents from various backgrounds such as age, religion, race, experience, specialties, etc. Equity means that talents of all backgrounds are treated equally by the organization and are provided with the same opportunities, regardless of their individual differences. Inclusion means creating an open and friendly work environment that accepts talents from all backgrounds, making talents feel respected, have a sense of belonging, and feel free to express themselves. DEI is crucial - as expressing equal care to talents of all backgrounds is important in achieving corporate social responsibility (CSR) and fulfilling sustainability development. In practice, implementing DEI within corporate sustainability development initiatives not only creates a corporate brand image that attracts a diverse of talents but also lowers employee turnover rate, increases employee productivity, and even affects the organization’s financial performance. For these reasons, multiple reputable companies, such as Apple, Schneider Electric, Shiseido, Disney, etc, have put in numerous efforts in pushing DEI initiatives and implementations. Corporations in Taiwan are also starting to be concerned about such subjects and have promoted localized DEI management systems.

In light of the employee-centered nature of DEI management practices, shifting corporates’ sustainability development goals from “corporate sustainability” to “talent sustainability” is a target that organizational psychology can make key contributions to. In regard to diversity issues, researchers and practitioners have assessed diversity management plans that can lead to optimized employee, team, and organizational benefits and efficiency. Researchers have also examined underlying mechanisms of diversity management through existing psychological theories and findings in order to enhance diversity management practices (e.g., inclusive recruitment and hiring, inclusive training, etc). In regard to equity issues, researchers and practitioners have utilized existing organizational justice theories, as well as findings and perspectives regarding prejudice, discrimination, and stereotypes, in efforts to create a fair and non-prejudicial work environment and management system. In regard to inclusive issues, researchers and practitioners have put in tremendous efforts in understanding how to exhibit inclusive leadership in order to establish a feeling of belonging and individuality within teams and individuals with diverse backgrounds (intrapersonal experiences) and create a positive communicative and cooperative relationship (interpersonal experiences), subsequently facilitating work performance. Cutting in from an organizational psychology perspective, centering the conversation on employees and concerning employees’ psychological states are the key entry points to examining corporate sustainability developments under a DEI context.

Accordingly, only through creating a platform for academics and practitioners to initiate conversations about how we can boost employee well-being and efficiency through better-designed and managed employee-centered DEI practices can we realize the vision of “talents being the organization’s greatest assets.” This vision is something an organization striving for sustainable development yearns for and will be a crucial achievement in leading to sustainability and longevity.

This year's conference theme is “Human-centered, Heart-driven: The Practice of Corporate Sustainability for Diversity, Equity, and Inclusion.” By convening an international conference, we hope to examine how corporate organizations in Taiwan can uphold humanistic care through an organizational psychology lens and realize corporate sustainability locally under the context of diversity, equity, and inclusion. This conference hopes that through exchanges and conversations between academics and practitioners from all over the world, we can identify a unified research direction for DEI and sustainable development research and, ultimately, lead to effective solutions for DEI and corporate sustainability development issues.

專題徵稿 Call for Papers

歡迎因應年度主題『以人為本,從「心」出發:多元、公平、共融下的企業永續實踐』,或是工商心理學、人力資源管理、組織行為學等相關領域的研究議題,踴躍投稿!

  • 投稿時間:即日起~2024/1/31(三)截止(延長至2024/2/15(四)截止)
  • 投稿規範:中文投稿,摘要限制500字;英文投稿,摘要限制2000字元

【投稿已截止】

專題演講 Keynote
莊祐達

Professor You-Ta Chuang(莊祐達)

School of Administrative Studies, York University, Canada

Topic : 
Create a LGBTQ+ Friendly Workplace

黃詠香

Professor Emily (Yueng-hsiang) Huang(黃詠香)

Oregon Institute of Occupational Health Sciences, Oregon Health and Science University, USA

Topic : 
Building a Safe, Healthy, and Respectful Workplace: A Total Worker Health ® Approach

會議註冊 Registration
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住宿資訊
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如何前往福華國際文教會館

會館地址:台北市大安區新生南路三段30號

捷運 :

自捷運台電大樓站2號出口,出站左轉沿辛亥路步行約10~15分鐘至辛亥路新生南路口左轉,即達福華國際文教會館。鄰近台大以及師大兩大美食及購物商圈,距離台大校園也只需步行五分鐘,享受人文以及都市的靈魂洗禮。

搭乘公車 :

龍安國小- 52,253,280,284,290,311,505,907,0南,指南1

大安森林公園- 3,15,18,52,72,74,211,235,237,278,295,626

和平新生路口- 253,280,290,311,505,642,0南,指南1,指南5

溫州街口- 3,15,18,74,235,237,254,278,295,907,291,672

公務人力發展學院- 52,253,280,284,290,291,311,505,642,907,0南,指南1

自行開車 :

中山高:下圓山交流道接建國高架→和平東路出口右轉→左轉至新生南路→右轉至辛亥路→會館地下停車場。

北二高:下木柵交流道→辛亥路過地下道直行→建國南路左轉辛亥路行駛平面車道→過新生南路交叉口→會館地下停車場。

如何前往會議場地

交通 Access
臺大應力館地圖01(2024)應力館簡圖v2

開車

  • 國道1號由建國南路交流道下,走高架往南至辛亥路出口下,靠右行駛慢車道往木柵方向,至復興南路口右轉進入臺大辛亥路大門。
  • 國道3號由20.8公里木柵交流道下往台北方向,接國3甲線至辛亥路,穿過基隆路車行地下道後靠右慢車道行駛至復興南路口,左邊即臺大辛亥路大門。

停車資訊

  • 校園停車格 30元/30分鐘

  • 辛亥地下停車場(入口:進辛亥路校門柵欄前右側,出口:辛亥路2段)
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如何上高速公路

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  • 國道3號:出臺大辛亥路大門,右轉辛亥路接國3甲聯絡道。

捷運

  • 捷運新店線:公館站2號出口,沿舟山路過圖書館左轉,步行約13分鐘。
  • 捷運文湖線:科技大樓站,沿復興南路往南走約600公尺由辛亥路校門進入後第一個路口右轉。

公車

  • 臺大資訊大樓站
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  • 羅斯福路公館站
    30、653、74、254、278、643、644、252、251、236、 606、
    291、208、1、510、253、907。
  • 新生南路臺大站
    642、290、505、907、284、253、52、280、311、○南,由西側門進入台大。
  • 和平東路復興南路口站
    3、72、74、18、52、211、235、284、237、278、15、209、295、626、和平幹線、敦化幹線。