Building on the theme of our recently-concluded Inclusive Leadership Forum 2024 —“Empowering Inclusion in Every Step”— we continue to explore the importance of embedding Diversity, Equity, and Inclusion (DEI) into every facet of our organizations. This article focuses on how DEI initiatives are taking shape across Asia, where diverse perspectives are driving innovation and growth. 

The business case for DEI in Asia is compelling due to the region’s rich cultural diversity. Asian companies have a unique opportunity to harness this diversity and inclusion to attract top talent, enhance their global business presence, and build a reputation as inclusive and responsible organizations.

A recent survey of 6,000 employees by Boston Consulting group in Southeast Asia shows that companies have made good headway in terms of DEI over the past several years. But there is more work to do. These are the main findings:

• Overall, 43% of respondents said that their company had diversity programs in place across the three main dimensions considered—women, LGBTQ+, and ethnicity—up from 36% in 2020.
• Yet nearly three-fourths of women say they still face obstacles at work, along with nearly two-thirds of employees identifying as an ethnic minority. And the results are highly variable for LGBTQ+ employees.
• Companies need to ensure that leaders are committed to DEI, establish a baseline of measures that create a more inclusive work environment for everyone, and design targeted interventions for specific diversity groups.

Key highlights from Deloitte’s Women @ Work 2024 report saw increased stress levels for over half of women and more women taking time off for mental health reasons than last year. They also saw a continuing trend of women feeling uncomfortable discussing their mental health at work or disclosing it as a reason for taking time off, in part driven by a fear of negative career impact or vulnerability to being laid off. Only one in 10 believe that their employer is taking concrete steps on gender equality and only a quarter see a gender-diverse leadership team at their employer. While the majority of women (75%) want to progress into a senior leadership position at their organization, 25% do not.

The Journey Towards Inclusive Organizations

These data underscores the pressing need for organizations to not only develop but also effectively implement DEI strategies that resonate across all levels of the workforce. To address these challenges and truly empower inclusion, organizations in Asia can follow a strategic roadmap that guides them toward creating more inclusive cultures.  Here are the five key strategies that form the foundation of this journey:

1. Top Management Commitment and Strategy Creation
   • DEI efforts must start at the top. When senior leaders are visibly committed to DEI, it sets the tone for the entire organization. This commitment should be reflected in a clear, actionable DEI strategy that aligns with the organization’s overall goals. DGL Asia’s “Roadmap to Inclusive Organisations” highlights the importance of leadership in driving DEI initiatives and creating a strategic approach to inclusion.
2. De-biasing Organizational Policies & Practices
   • Organizational policies and practices should be reviewed and revised to remove any unconscious biases that may exist. This includes everything from hiring practices to performance evaluations and promotions. By de-biasing these processes, organizations can ensure that all employees have equal opportunities to succeed.
3. Developing Individuals’ Inclusive Behavior
   • It’s essential to equip individuals at all levels with the knowledge and skills needed to behave inclusively. This can be achieved through targeted training programs, workshops, and ongoing education that encourage self-awareness and understanding of others’ perspectives.
4. Specific Interventions for Diverse Groups of Employees
   • While broad DEI strategies are important, specific interventions are often necessary to support the unique needs of different employee groups. This could include tailored mentorship programs for women, support networks for LGBTQ+ employees, or initiatives aimed at advancing ethnic minorities within the organization.
5. Ensuring Long-Term Sustainability
   • DEI is not a one-time effort but a continuous journey. Organizations need to establish mechanisms that ensure the sustainability of their DEI initiatives. This might involve regular monitoring and reporting on DEI progress, as well as making adjustments to strategies as needed to keep pace with changes in the workforce and society.

(source: Boston Consulting Group: Taking Diversity to the Next Level in Southeast Asia, Nov 2023)

Conclusion

Empowering inclusion in every step is not just a theme — it’s a necessary approach to building resilient, innovative, and successful organizations. The progress made in recent years is encouraging, but the journey is far from over. By continuing to prioritize DEI, addressing the challenges head-on, and implementing strategies that foster true inclusivity, we can create workplaces where everyone, regardless of gender, ethnicity, or sexual orientation, can thrive.

Let’s continue to build on the momentum and work towards a future where inclusion is a reality at every level of our organizations.