It’s time to approach DEI differently. Considering the cultural diversity in Asia - combined with the huge shift in dynamics across economic growth, buying power, and technological advancements - there is a highly unique angle to 'get DEI right'.
Globally, we always hear terminology like ‘Diversity hire’, ‘Wokeness’ in resistance to DEI… In Asia, the resistance is slightly different being that the backlash stems from a lack of cultural consideration and localised material. This in turn leads to many DEI approaches failing to address audience nuances and to connect with Eastern culture.
After looking through the research however, this resistance bias seem untrue. A recent survey shows that 71% of respondents in Asia are familiar with the practice of DEI and believe that organisations should take more action in this area [1]. In a different report, 33% of employees from Asia-Pacific have felt excluded in their workplaces [2].
When you break down DEI principles to its bare bones, it’s very much aligned with eastern values but may vary from the western lens in which it's typically viewed. In practice, DEI principles are already embedded in many aspects of eastern culture - take eating as an example!
The Intersection of Asia and DEI core values
Asian Core Values | DEI Core Values |
Harmony & Balance | Traditional values across Asia, such as India and China holds strong emphasises on harmony and balance. These principles naturally align with DEI initiatives, fostering environments where diverse voices are counted for and valued. |
Collective over Individual | Seen in Asian family structures and communities practices highlights equity and shared contribution. This communal mindset strengthens DEI principles by ensuring everyone can participate and succeed. |
Respect | Central to Asian philosophies like Buddhism in South Asia and Islam in Indonesia is a profound respect for people, cultures, and religions. This respect enriches communities by encouraging acceptance and empathy, allowing individuals to feel valued and understood. |
People over Material | In traditional Asian cultures, such as those in Indian and Filipino societies, they emphasise human relationships over material possessions. This focus aligns with DEI’s mission to improve lives meaningfully by prioritising well-being and personal growth. |
Long-Term Thinking | The holistic approach in Asian cultures, emphasising karma and dharma, ensures actions lead to sustainable success. This mirrors DEI strategies focused on lasting impact and systemic change. By planning for the future, individuals and organisations create stable foundations for growth, and provide sustainable opportunities for new talents. |
Mutual Interdependence | Concepts from Confucianism, Taoism, and Jainism highlight interconnectedness, underscoring cooperation and collaboration. DEI is everyone's business, the make or break of a DEI initiative heavily relies on the communal effort from every body. |
By prioritising the intersecting core values, it will make your DEI approach significantly more effective. The content will connect with your audience, making it more relatable. We have to meet your audience where they are!
Here are a few ways you can localising DEI Efforts in Asia
Representation and Visibility: Not everyone, such as those from minority ethnic groups in South Asia or indigenous communities in Southeast Asia, have the opportunity or ability to be visible and share their stories. Creating safe spaces allows individuals to share their experiences comfortably and at their own pace.
Intersectionality: By considering the diverse identities across Asia, including caste dynamics in India and ethnic diversity in Indonesia, I start by discussing intersectionality to create a more comprehensive understanding of diversity. This also dilutes resistance that can arise when focusing on a specific group.
Calling In vs. Calling Out: In some cultural contexts a "calling out" approach can create further division, so I encourage the "calling in" method to foster open dialogue and understanding.
Inclusive Solutions: When addressing sensitive topics like bathrooms and transgender rights, I work with organisations to implement all-gender & all-ability facilities, making the case to everyone and framing it as an inclusive solution.
By firstly connecting with our audience, we are able to create a safe space for representation and visibility to be effective. This allows people to share stories at their own pace and without fear of repercussion. The key to all of this is also in the understanding the role of intersectionality in DEI - it considers diverse identities, cultures and underlying dynamics.
In conclusion, DEI is not a ‘western’ practice nor is it ‘new’. It is something that shares resemblance to our traditional values. By being more conscious and intentional about these values, we can enhance both personal and professional environments.
Can you think of any more examples of DEI intersecting with our culture?
## References
[^1]: DEI Decoded survey 2022 by Fleishman Hillard
[^2]: EY Belonging Barometer: An Asia-Pacific perspective on belonging in the workplace
Comments