Diversity, equity, and inclusion (DEI) principles are getting increased focus in the Asia Pacific region, but there is a long way to go. Business leaders must overcome the barriers of cultural-based discrimination and biases that support the exclusion of specific groups of people. - BY Jill Motley

As the Asia-Pacific (APAC) region continues to expand its global economic influence, APAC countries have an opportunity to become leaders in diversity and inclusion. Fostering cultural diversity and inclusion in Asian workplaces can be challenging and rewarding. On one hand, Asia is home to a wide range of cultures, each with unique values, beliefs, and practices, making it difficult to create a cohesive and inclusive work environment. On the other hand, embracing cultural diversity can bring several benefits to organizations, including increased creativity, improved problem-solving skills, and a more engaged workforce.

Overcoming Deeply Embedded Cultural Norms

The rich cultures and ethnicities of APAC countries, including Japan, Cambodia, Malaysia, Singapore, Thailand, Vietnam, and dozens more, are assets driving the region’s growing economic power. China and India are also classified as APAC countries, but their sheer population sizes and many ethnicities and local cultures lend themselves to a different discussion. However, DEI are global principles. APAC is home to more than 60% of the world’s population, making diversity and inclusion essential for the success of people and communities, and fostering these principles in the workplace can potentially accelerate progress. In some cases, social norms have not made room for the full inclusion of particular groups, like people with disabilities, various ethnic and religious groups, and LGBQT+, so they may be excluded from workplaces.

The challenges to increasing DEI in Asian country workplaces are many. One is the cultural differences. The variety of ethnicities, cultures, and religious beliefs in Asia can create challenges in creating a cohesive and inclusive work environment. In some countries, a type of caste system persists in terms of bias against particular groups of employees. There are cultures that consider their citizens as superior to other Asians and cultures that support gender inequality.

Another challenge is language barriers. In some Asian countries, the workforce is diverse, and language barriers prevent inclusion by hindering employee communication and collaboration. Language can also serve as a source of bias. Employees who have not mastered the local language may use different terms that are misunderstood. A lack of fluency and understanding of the cultural aspects of language also contributes to a lack of inclusion.

Changing workplace culture is not easy. Many countries are proud of their cultural uniformity and do not want their culture diluted by accepting the influences of other cultures. When leaders and employees resist change, they may not see the value in creating a more diverse and inclusive workplace. Bias and discrimination can also be significant barriers, as some individuals believe prejudiced beliefs are socially acceptable and engage in discriminatory behavior toward others.

Leveraging Cultural Diversity as an Asset for Inclusion

Overcoming these challenges requires a concerted effort. Companies can provide training and education to increase awareness of diversity and inclusion issues, implement policies and programs to promote diversity and inclusion, and create a workplace culture of respect and inclusivity.

The business case for DEI in Asia is strong because of the regional cultural diversity. This is an opportunity for Asian companies to leverage diversity and inclusion to increase their ability to attract talent, engage businesses on the global stage, and develop a brand as a socially responsible company. Diversity and inclusion have been considered Western concepts, and a perspective that differences are at odds with Asian cultures has slowed the adoption of diversity and inclusion measures.

Despite this, there is proof the cultural challenge can be overcome. For example, women are now 42% of the Southeast Asia workforce. Unfortunately, retaining Asian women in the workforce is proving more challenging than hiring them. The Boston Consulting Group found that Asian-Pacific men leave their jobs for reasons like promotions and higher pay. Women leave for personal and caregiving reasons. Gender equality in hiring is not enough. Human Resources policies need to recognize the unique needs of women that evolve as they have children, age, become caregivers for the elderly, and experience other life changes. Though the 42% number looks progressive, it does not reveal that women in the APAC region are concentrated in lower-skilled jobs and are paid inequitably compared to men.

Women also remain underrepresented in leadership positions. The World Economic Forum Global Gender Gap Report 2022 found that at the current pace, it will take 168 years to close the gender gap in East Asia and the Pacific. However, some countries, like South Korea and Japan, are accelerating the pace by making the gender gap a priority.

Laying the Foundation for Change

Fostering diversity and inclusion in workplaces across Asian countries requires a proactive approach that involves both leadership and employees. Companies can conduct training sessions to help employees understand the importance of diversity and inclusion. This training can cover topics such as unconscious bias, cultural awareness, and sensitivity.

Companies can implement a hiring process that ensures diverse candidates are considered equally. This can include recruiting from diverse networks and using blind hiring techniques to reduce bias. In most cases, the talent management process needs a detailed review of policies and procedures and leadership accountability added. There should be anonymous job application screening and professional development opportunities for all employees.

Leadership is critical to diversity and inclusion. Leaders can set the tone by modeling inclusive behavior and promoting diversity initiatives. For example, they can offer career programs for women and language classes to employees, enabling workers to refine their communication skills. Programs that increase employee knowledge of the value of diversity and inclusion and address discrimination and bias can begin the process of cultural change. Companies can celebrate diversity by recognizing and celebrating important cultural events and holidays. This can help create a sense of community and foster a greater appreciation for diversity.

Fostering DEI creates business value. The Boston Consulting Group’s survey of Southeast Asian leaders found that 89% believe integrating DEI can generate new business opportunities. Investing in DEI can also increase employee retention in a tight labor market and employee productivity through better engagement. The Boston Consulting Group points to the fact that business leaders must understand the needs and wants of their specific employee groups in specific markets because top issues vary by country and group. The example given is women and ethnic minorities in Singapore say recruitment is the biggest challenge, while women and LGBTQ+ employees in Indonesia, the Philippines, and Thailand say retention and advancement are top concerns.

Embracing the Cultural Good as a Starting Point

Formulating a supportive DEI policy, actively promoting DEI as a cultural value, developing and maintaining open communication lines, and questioning the grounds for discrimination and bias are a few ways companies can work to develop a welcoming and productive workplace that benefits everyone involved. DEI is not a matter of throwing out the embedded national culture. Instead, innovative Asian leaders will leverage the good aspects of the culture and strive to end the influence of discriminatory aspects. For example, many Asian countries have collectivistic cultures, meaning individuals pursue group harmony. Leaders can leverage group harmony while helping employees embrace the value of uniqueness. The workforce is more likely to welcome individuality to stay in harmony.

To effectively foster cultural diversity and inclusion in Asian workplaces, organizations must be committed to providing cultural awareness and sensitivity training to all employees, promoting open communication and respect, and creating policies that ensure equal opportunities for all. By embracing and celebrating cultural differences, organizations can create a more inclusive and productive work environment that benefits everyone involved. It is not an easy process and one full of nuances in Asian culture, but it is necessary for the long-term success of businesses.