Building Belonging at Work: Fireside Chat at AIA Hong Kong on Inclusive Conversations

Building Inclusion, Belonging, and Respect in the Workplace

In June 2026, I had the privilege of joining a fireside chat hosted by AIA as part of Pride celebrations. I was joined by Michael Chen, Head of Diversity at JSM to talk about Real Conversations at Work: When Conversations Cross the Line and how to foster genuine inclusion and belonging while respecting personal boundaries.

As an inclusive leadership speaker and corporate facilitator, I’m passionate about equipping leaders with practical tools to create psychologically safe workplaces. This session was a powerful reminder that true inclusion goes beyond policies: it lives in everyday conversations.

Why This Matters: From Pride to Everyday Belonging

We opened by celebrating Pride and its core message of inclusion and belonging. At AIA, belonging is defined as employees feeling “respected, valued, and welcome regardless of their background, identity, or experiences at work.”

Belonging starts with Respect: a behavior we can all control. Respect is the foundation; belonging is the outcome we hope for.

The Reality of Covering at Work

One of the most eye-opening parts of the discussion was around “covering”: the conscious choice many employees make to hide or downplay parts of their identity at work.

• 69% of LGBT+ individuals report covering at work.

• 58% of people overall cover aspects of themselves.

We explored common areas people cover: health conditions, disability, neurodivergence, menopause, divorce, parenting status, religion, mental health, and more. Michael shared his experience of coming out, while I spoke about navigating difficult conversations after a miscarriage.

People cover for various reasons: fear of being misunderstood, labeled, facing retaliation, or simply not wanting pity or different treatment. The question isn’t whether covering is inherently “bad”; it’s about creating environments where people feel safe enough not to have to cover.

From Good Intentions to Unintended Pressure

Many awkward workplace moments come from well-meaning actions that unintentionally cross boundaries:

- Asking personal questions like “Are you married?” or “Do you want children?”

- Making assumptions about someone’s family or partner

- Putting people on the spot (e.g., “Bring your wife or husband”)

- Forcing pronoun declarations or asking someone to speak on behalf their demographic

- Joking or teasing that lands poorly

Key principles we discussed:

- Separate intention vs. impact

- Use neutral language (e.g., “partner” instead of “spouse”)

- Offer neutral icebreakers and open-ended questions on more generic topics

- Invite without pressure: follow the other person’s lead

- Avoid forcing participation

How to Respond (Instead of React) When Someone Shares

Respect also shows up in how we handle disclosures. Whether a colleague shares they are gay, going through a breakup, fertility treatment, or a disability like color blindness, our response can make them feel safe or exposed.

I introduced the SIGNAL framework for respectful responses:

- Safe: Create psychological safety

- Invite without pressure

- Guard confidentiality

- Normalize the experience

- Acknowledge and adjust

- Lead by example — keep learning and educating yourself

Key Takeaways for Inclusive Leaders

1. Ask yourself: Am I making an assumption? Pause before speaking.

2. Respect boundaries: respond thoughtfully rather than react instinctively.

3. Focus on impact, not just your good intentions.

4. Treat people the way they want to be treated — not how you assume they want to be treated.

These small shifts in awareness and behavior can dramatically improve retention, engagement, and innovation in diverse teams.

Moving Forward: Actionable Inclusion in Hong Kong & Asia

Sessions like this fireside chat with AIA highlight the growing maturity of DEI conversations in the region. Organizations that invest in inclusive leadership development are better positioned to attract and retain top talent in competitive Asian markets.

If your organization is looking to deepen workplace inclusion, strengthen psychological safety, or equip leaders with practical tools for respectful conversations, I’d love to partner with you.

Book me as your next DEI speaker or corporate facilitator for workshops, keynotes, or leadership offsites in Hong Kong, Singapore, or across Asia. Whether it’s inclusive leadership training, cross-cultural communication or building belonging across cultures, I design sessions that are engaging, practical, and tailored to your business goals.

Ready to create a more inclusive workplace?‍ ‍

Reach out to discuss how we can work together: veronica@veronicallorcasmith.com