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Differences when approaching D&I in Asia

Charting the D&I Odyssey: A Guide for Leaders in Asia

In the global symphony of Diversity and Inclusion (D&I), leadership finds its power not in orchestrating a uniform tune but in conducting a harmonious blend of diverse melodies. The D&I journey unfolds differently across regions, and this article aims to illuminate the unique considerations involved in implementing a robust D&I or DEI strategy, Employee Resource Groups (ERGs), and setting precise accountability targets in Asia, contrasting them with the Western context.

Research on D&I in Asia

The research supporting the global business case for Diversity & Inclusion is robust – however, research focusing on the case for D&I in Asia is nascent. Only 43% of companies in South-East Asia have some D&I initiatives, compared with a global average of 96%. (BCG, 2023). However, regardless of locaiton, D&I Strategies drive the same performance outcomes of employee engagement and retention – attention should mainly be paid to localisation of approach.

Here are some of the considerations for localisation:

Regulatory Compliance

Asia: Regulatory compliance in Asia presents a multifaceted landscape. D&I regulations and policies can vary widely across Asian countries. It is essential for organisations to stay informed about local laws and customs, particularly when addressing sensitive D&I topics. Striking a balance between global D&I goals and regional regulatory requirements is key.

The West: Western countries often have more established legal frameworks for D&I compliance. Legislation is in place to enforce diversity and equity, with specific requirements regarding reporting, representation, and non-discrimination.

Cultural Localisation

Asia: Crafting a D&I strategy in Asia demands a blend of cultural sensitivity and structural finesse. Hierarchical dynamics are often revered, emphasising the need for D&I initiatives to harmonise with these deeply-rooted traditions.

The West: Western D&I strategies often prioritise a more direct approach. They emphasise empowerment, individuality, and innovation as guiding principles for crafting more equitable and inclusive workspaces.

Employee Resource Groups (ERGs)

Asia: Asia’s rich tapestry of cultures necessitates unique ERG approaches. ERGs should cater to local nuances, aligning with both business objectives and traditional values. ERGs are a means to understand employee expectations – what employees need in Asia would look vastly different from the West, and even across countries. In many developing countries, minority employees only want a safe and fair working environment.

The West: In Western settings, ERGs commonly focus on empowering diverse voices and fostering a sense of belonging. They often align with broader D&I strategies and cultural values centered around inclusivity.

Accountability Metrics

Asia: Setting D&I accountability targets in Asia can be a complex endeavor. Organisations must balance global standards with the need for cultural adaptation. This often requires more meticulous tailoring to address specific concerns.

The West: Western organisations often follow more established legal frameworks for D&I accountability. They emphasise diversity, representation, and gender equity in leadership positions, often driven by a combination of legislation and social pressures.

Leveraging Awards, Recognition, and Diversity Indices

Asia: While Asia is seeing an upsurge in D&I initiatives, leveraging external awards and recognition remains an emerging trend with a D&I Award from HR Asia. Organisations are increasingly seeking validation through regional diversity indices and recognition programs that celebrate their commitment to D&I. These accolades are instrumental in enhancing an organisation’s reputation and attracting top talent.

The West: In Western countries, numerous awards, recognitions, and diversity indices are well-established. Organisations actively pursue these accolades to signal their dedication to D&I, enhance their employer brand, and signal a commitment to stakeholders.

The Global D&I Overture

What remains constant is the commitment to a more equitable and inclusive work environment. Embrace the cultural nuances, understand regional dynamics, and harness the strengths of D&I. By harmonising diverse melodies, you craft an inclusive symphony that resonates across borders and ultimately fosters organisational success.