Business Ally
Recipient
Cattreeya Thithiwongsawet
Thailand
Brief information about the company and why it puts LGBTQI as an important priority?
Seagate is a leading innovator of mass-capacity data storage solutions industry with a breakthrough technology to ensure the customers can safely store their data and easily unlock its value. Seagate is a global technology leader for more than 40 years and has 30K+ skillful employees globally and 7 manufacturing sites equipped with nano- precision technology and smart manufacturing capabilities. Seagate’s operations in Thailand were established in 1983. We currently maintain investments in two distinct locations: Teparuk in the Samutprakarn province and Korat in the Nakornratchasima province.
At Seagate, we believe that true innovation flourishes in an environment where every an individual feels valued and supported. Our commitment to LGBTQI inclusion is cornerstone of our broader dedication to Diversity, Equity, and Inclusion (DE&I). By fostering a workplace where everyone can bring their authentic selves to work, we not only empower our employees but also drive our collective success and impact on the world. Embracing LGBTQI Inclusion is not just a policy—it’s a promise to create a vibrant, inclusive community where every voice is heard, and every contribution is celebrated. Together, we are building a future where diversity fuels creativity and inclusion powers progress.
What’s one achievement the company has accomplished that you’ve led and you’re most proud of in relation to LGBTQI?
Why?
I have been with Seagate for over 12 years, and fervent proponent for Diversity, Equity, and Inclusion (DE&I). In my role as the DE&I leader for Asia, spanning five countries including Thailand, and acting as the Global LGBTQI Expert Advisor, I have had the privilege of working closely with Seagate PRIDE (LGBTQI) Employee Resource Group (ERG) leaders across multiple regions.
As a transgender individual navigating the unique challenges faced by transgender people in Thai society, I have demonstrated remarkable resilience and strength. My passion for DE&I has been a driving force in my DE&I leadership role at Seagate. One of my key achievements is founding the Seagate’s first Asian chapter of the PRIDE ERG at Teparuk site in Thailand in 2022. This milestone achievement with membership exceeding 500 individuals. This triumph spurred further growth leading to the establishment of another chapter at Korat site by 2024, with membership surpassing 1,000 individuals. This was a momentous occasion as we broadened the reach of our PRIDE ERG in one of our largest manufacturing sites, where there is a diverse mix of backgrounds and beliefs. (See attached photo of the PRIDE month event 2024 in Teparuk site).
What do you find most challenging about LGBTQI inclusion in your setting?
I found that navigating LGBTQI inclusion across different generations presents unique challenges. Older generations may have grown up in times when LGBTQI identities were less accepted, leading to more ingrained biases or misunderstandings. In contrast, younger generations often grow up in more accepting environments. Historically, many LGBTQI individuals lived under the shadow of “don’t ask, don’t tell.”
This often meant never coming out to their families, fearing rejection. Their strength in the face of adversity laid the groundwork for the progress we see today. Their quiet courage has been a beacon of hope, lighting the way for future generations to live more openly and authentically. It took more than 5 years for me to break these barriers by continuously reaching out to the LGBTQI individuals in my network and inviting them to form the first PRIDE ERG in Thailand. This effort began even before I assumed my DE&I role and came to fruition after I joined. At least in the workplace, they can be their authentic self, even if they continue to hide at home. I am proud to be part of creating a safe place where they can embrace who they truly are.
Tell us about other initiatives that the company is currently implementing in relation to LGBTQI?
- At Seagate, we enhanced the inclusive benefits in Thailand by revising the marriage leave policy to offer the same-gender couple to apply for paid Marriage Leave. This policy was implemented even before the legalization of the Marriage Equality Bill in Thailand
- I led the development of the Seagate Gender Transition Toolkit, collaborating with various stakeholders including PRIDE ERG leaders, HR team, Legal, external DE&I networks, and mentors. The toolkit covers all necessary policies and processes to develop an engagement plan for transitioning employees, best practices for inclusive conversations, gender pronouns, gender-neutral facilities and restrooms, gender-neutral dress codes, and testimonials from transgender employees who have transitioned at Seagate. This comprehensive toolkit ensures a supportive environment for transitioning employees and everyone who identifies as transgender, as well as their allies.
- We activated the gender pronouns feature on company platforms, including chat and employee profiles, so that everyone can identify their preferred gender pronouns. This practice promotes a culture of openness and respect by avoiding making assumptions about someone’s gender based on their appearance or name.
- We launched LGBTQI 101 and Gender Pronouns On-Demand Training. This accessible training helps all Seagate employees deepen their understanding and foster an inclusive workplace.
What else can the business sector do more in relation to LGBTQI equality?
I firmly believe that fostering LGBTQI equality and an inclusive culture is not only the right thing to do, but also essential for our business success and for creating a positive impact on society. The business sector can drive significant change by making public statements of support, participating in advocacy campaigns, supporting local and national LGBTQI communities, and collaborating within and across industries. As a member of the DEI in Tech in Asia community, I have observed how companies can work together to drive systemic change, share best practices, and pool resources. On several occasions, I have been invited by other companies interested in forming a PRIDE ERG in their organization to share the strategies from PRIDE’s establishment at Seagate, the Gender Transition Toolkit, and other LGBTQI Inclusion initiatives. Beyond these actions, businesses can further support LGBTQI equality by actively partnering with LGBTQI-owned businesses. This includes sourcing products and services from these businesses and promoting them within the community. Such efforts help to build and strengthen the LGBTQI community, empowering a historically marginalized group and contributing to a more inclusive and equitable economy.
For companies that are not yet considering having LGBTQI inclusion within their company, what would be your suggestion to help move their business to be more LGBTQI inclusive?
The first step is to listen and ensure all voices are heard. It is crucial to value everyone’s input, not just the majority. This can be achieved through focus group sessions, employee experience surveys, skip-level meetings, and other methods designed to foster open communication, build trust, and gain unfiltered feedback and insights about the company’s operations, culture, and potential areas for improvement. Even if there is only one LGBTQI individual in the company, their voice is invaluable and must be heard. Following this, the senior leadership team should demonstrate their commitment through their actions and informed decisions to create a more inclusive workplace for everyone. Consider making public statements in support of LGBTQI rights and inclusion. This sets a positive tone and signals to all employees that the organization values diversity, regardless of an individual’s gender identity or sexual orientation. It should be clear that all employees are expected to uphold the company’s values of diversity and inclusion.
You have been nominated for the Business Ally category.
What was your reaction and please, tell us why?
I’m truly honored and excited to be recognized in the Business Ally category. This nomination is a testament to the collective efforts of everyone who believes in creating inclusive and supportive environments for all employees, regardless of their sexual orientation or gender identity. It’s incredibly rewarding to see that our work in promoting LGBTQI inclusion is being acknowledged. This recognition inspires me to continue advocating for equality and to strive even harder to make a positive impact.
Please provide a warm/hopeful message that you would like to share with the other business communities in the Asia Pacific region?
As we continue to navigate the complexities of our ever-changing world, it is more important than ever to embrace the values of inclusivity, diversity, and respect. By fostering environments where everyone, regardless of their sexual orientation or gender identity, feels valued and supported, we not only strengthen our organizations but also contribute to a more equitable society.
The journey towards full inclusion may have its challenges, but every step forward is a victory for humanity. Let’s celebrate our progress and remain hopeful for the future, knowing that our collective efforts are paving the way for a brighter, more inclusive Tomorrow. On behalf of Seagate, I’m pleased to collaborate with other communities to champion inclusivity in every aspect of our work and beyond. By working together, we can make a lasting impact and ensure that everyone has the opportunity to thrive.
Together, we can create workplaces where everyone feels safe to be their authentic selves. By sharing best practices, supporting one another, and standing united in our commitment to equality, we can drive meaningful change across the region.
