DEI Trends in APAC
Building off the somewhat increased diversity in employment that occurred during the pandemic, countries, and the companies across industries within, are witnessing the increased importance and value of DEI practices in hiring and employment. DEI practices keep rising as one of the more vital assets for companies to attract and retain potential talent and experience business success. Countries within the APAC region are continuing to invest in more DEI initiatives. Data shows that inclusive hiring initiatives for women have risen by 45%, further proof of how valued gender equality in the workplace is globally. Recent studies also elaborate how companies that have DEI policies in place and a diverse workforce have shown more success as compared to their competitors.
That said, the DEI landscape in the APAC region is not without its remaining hurdles. There is still a struggle with gender equality and the pay gap, female employment and leadership, discrimination in hiring based on economic standing, age, disability, religion, ethnicity and cultural barriers, to name a few.
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Australia has made large progress in advancing DEI across industries, with data showing that 90% of companies already have DEI programs integrated into their processes. There has been progress in gender equality as well, with more female representation. In addition, the government is requiring there be at least one woman on the board of all major companies come 2025. Women are still earning less than their male counterparts. To help in enhancing the circumstances and put pressure on those lagging on this issue, the Workplace Gender Equality Agency intends to publish wage differences for companies with more than 100 employees.
One of the more pressing concerns for Australia in terms of DEI is the discrimination against and bias in hiring of marginalised persons such as people with disabilities, and those with aboriginal or lower economic backgrounds, despite reports having shown this discrimination to be one of the causes for staffing shortages. As a solution to this concern, different initiatives have been launched by both the government and private sector such as workshops, training sessions, mentoring and sponsorship of potential talent, and the establishment of Aboriginal and Torres Strait Islander Employee networks.
An example of the solutions seen to solve the concern regarding bias in employment is the series of workshops being held by the Regional Development Australia Eyre Peninsula (RDAEP), Local Jobs North West Country SA and Northern Water to promote cultural understanding towards the recruitment and retention of Aboriginal talent. These workshops are intended to impart cultural understanding and education, effective communication skills, conflict management, recruitment and retention, and policies and procedures best suited for those with culturally diverse backgrounds.
Great advancement has been made in Hong Kong in terms of DEI, especially pertaining to gender equality. The country has made a bold moves in the removal of single-gender boards, with the stock exchange setting a deadline of the end of this year for firms to create and seat females in director roles. With this goal in place, companies interested in establishing business in Hong Kong have had to have at least one director of a different gender. Data shows that this move has been effective, with female directorship among the members of the Hang Seng Index rising to 19% from 15% back in 2021.
Aside from the goal of increasing females in leadership roles, many companies across industries have invested largely in DEI initiatives, and the numbers are only rising. Reports have shown 80% of Hong Kong-based organisations have increased the priority for DEI strategies in the past year, with 47% intending to boost investments in DEI. The same reports state that the top two priorities for Hong Kong’s firms are:
Having support programs in place for development and promotion
Encouraging diverse applicants and hires through strategic practices
A DEI challenge that Hong Kong continues to tackle is boosting diversity in terms of accessibility and differently abled persons. Equal Opportunities Commission (EOC) Chairperson Ricky Chu Man-kin has stated that the meaning of accessibility in the country’s workplaces must be expanded to include better designs, tools, services and buildings better suited to accommodate persons with disabilities. An award scheme has also been launched to recognise organisations that would implement such changes.
In general, the effort companies in India have put towards the improvement of DEI within the country are paying off, giving them the edge in comparison to their neighbouring countries within the APAC region. Studies have shown that almost two-thirds of Indian employees or 63% have responded positively noting their firms’ efforts to closing the gender pay gap, while 59% have expressed seeing huge gains in terms of advancing diversity and inclusion. In fact, most Indian companies are now said to have ongoing DEI initiatives, with significant participation by employees at 25% for staff training intended to promote DEI practices. Reportedly, only 6% of currently employed Indians state a lack of DEI training or absence of DEI initiatives, with data showing this is lower than the 9% APAC average.
of India employees postively noted their firm's efforts to closing the gender pay gap
of employees have expressed seeing huge gains in terms of advancing diversity and inclusion.
currently employed Indians state a lack of DEI training or absence of DEI initiatives
According to a survey conducted last year of 210 employers within India, a substantial 71% of organisations currently offer inclusion and diversity training, accessible office spaces and employ gender-neutral office communication. In addition, 62% offer inclusive benefits options. Across the country, employers have slated several DEI initiatives under the four pillars of physical, emotional, financial and social well-being for the workplace towards the improved welfare of employees. Some of the strategies to be utilised are the provision of health risk assessments (89%), the establishment of company-wide mental health strategies (86%), and instruction in the field of financial well-being (69%).
However, the Indian DEI landscape also experienced some challenges they have yet to overcome. Specifically, Indian employers are still having difficulties hiring persons with disabilities, and are combating bias against hiring based on caste, religion and gender (LGBTQ+). Even as 87% of companies have stated that workplaces are accessible to persons with disabilities, the actual number of employed persons with disability is quite low, with just 0.6% of those in permanent employ. The blocks in the way of increasing employment of persons with disabilities include lacking proper accessibility, attitudinal barriers and a limited pool of potential talent with the proper qualifications to immediately start on the job.
Another significant challenge for the Indian DEI landscape is the bias in considering the caste or economic standing of potential talent when it comes to hiring. Although training and DEI initiatives are enough to cover gender equality, disability, and other more globally significant issues, the matter of caste and religion are more apparent and are the main factors affecting employment in India now. These issues remain ignored however and continue to be disregarded due to reluctance to tackle these concerns and lack of materials to cover the issue of DEI in terms of caste.
Singapore has also made strides when it comes to DEI, with pressure for improvement being driven by “internal pressure,” according to reports. Currently, 90% of organisations within the city-state are said to have budgets set towards DEI initiatives. This is a higher percentage than the global average of 85% which goes to show how much importance has been given to DEI in recent times. Among the DEI initiatives currently being implemented in the country, the most utilised, according to reports, is that of DEI training and support programs for development and promotion. In some workplaces the implementation of the same training and support programs for underrepresented groups.
More improvement remains to be seen however as data shows that although some allocations have been made towards DEI across industries, around 23% state that these are only for short-term initiatives, and 47% have expressed that their company’s DEI has remained unchanged for the past three years at least.
Meanwhile, a recent survey has shown that employers believe the responsibility of enhancing and nurturing a diverse and inclusive work environment is no longer exclusive to human resources but also must now include talent acquisition teams and techniques. The survey also cited factors that enable the improvement of DEI within companies with the top two being flexible work arrangements and technology—which enables more work-life balance, flexibility and in turn gender equality.
