The Global State of DEI: Beyond the American Model

In recent years, the importance of Diversity, Equity, and Inclusion (DE&I) in corporate management has been widely recognized worldwide. Countries such as Southeast Asia, China, South Korea, the Middle East, and Africa have been advancing DE&I initiatives tailored to their unique social backgrounds. Meanwhile, in the United States, some states have begun reassessing DE&I policies, leading to a growing divide in global approaches.

The Current State of DE&I in Different Regions

Southeast Asia

Southeast Asia is home to many multi-ethnic and multi-religious nations, making DE&I a key focus. Singapore has implemented national policies that respect diversity, and companies actively adopt DE&I measures. In Indonesia and Malaysia, policies aimed at ensuring fairness among religious and ethnic groups have been developed.

China

China has seen an increase in women’s participation in the workforce, with a growing percentage of female executives. However, challenges remain regarding employment for people with disabilities and LGBTQ+ rights. As government-led policies have a strong influence, companies face certain restrictions in implementing independent DE&I initiatives.

South Korea

In South Korea, traditional seniority-based culture and male-dominated social structures can pose challenges to DE&I progress. However, globalization and shifting awareness among younger generations have gradually fostered greater acceptance of diversity. Corporate initiatives supporting women’s career advancement and employment opportunities for people with disabilities are becoming more prevalent.

The Middle East

DE&I development varies significantly across Middle Eastern countries. In the UAE and Saudi Arabia, women’s social participation has advanced considerably in recent years. However, LGBTQ+ rights remain heavily restricted in many parts of the region.

Africa

South Africa, with its history of apartheid, emphasizes racial diversity in corporate hiring policies. Other African nations are also making strides in promoting gender equality and the rights of people with disabilities, though the challenges and priorities vary by region, making a uniform approach difficult.

The Impact of the U.S. DE&I Policy Revisions

In recent years, resistance to DE&I has intensified in some U.S. states, leading to budget cuts and shifts in corporate DE&I strategies. Critics argue that excessive political correctness^＊ and affirmative action measures may create reverse discrimination. These changes are also influencing global DE&I strategies, prompting businesses to adopt more flexible, region-specific approaches.

The Need for a Unique DE&I Approach in Japan

Japan has also begun focusing more on DE&I, yet a culturally tailored approach is essential. Key areas include:

• Gender Equality: Strengthening policies to increase the proportion of women in leadership roles.
• Utilizing Older Workers: Adapting to an aging society by developing systems that leverage a multi-generational workforce.
• Welcoming Foreign Workers: Enhancing inclusion measures to accommodate Japan’s declining population.
• Employment for People with Disabilities: Moving beyond fulfilling mandatory employment quotas to improving actual workplace environments.

Japan’s corporate culture strongly values uniformity and harmony, making it different from the American model of diversity promotion. Rather than simply adopting Western practices, companies need to develop DE&I strategies aligned with Japan’s unique business environment.

Conclusion

While DE&I initiatives are progressing worldwide, the U.S. is undergoing a partial rollback, leading global corporations to navigate varying policies. Japan must also create its own DE&I strategies that reflect its social and corporate culture rather than merely imitating Western models. The challenge ahead is how Japan can construct a sustainable and effective DE&I framework for its future.

What is Political Correctness^＊?

Political correctness (PC) refers to the practice of carefully choosing language and expressions to avoid prejudice or discrimination based on race, gender, religion, disability, sexual orientation, or cultural background. It has become a key principle in promoting diversity and fostering inclusive communication.

For example, words traditionally considered discriminatory or derogatory are replaced with more neutral and inclusive terms. For instance, instead of “disabled person,” terms like “individual with physical or mental diversity” may be used, or “janitor” may be replaced with “environmental maintenance staff.”

The Relationship Between Political Correctness and DE&I

Political correctness is closely tied to DE&I, playing a crucial role in building inclusive workplaces and societies. While linguistic sensitivity is important, companies and organizations must go beyond superficial compliance and actively work towards meaningful improvements in inclusivity. Striking a balance between these elements is key to the successful global implementation of DE&I.

華園ふみ江

一般社団法人 人事資格認定機構
代表理事
米国公認会計士
ASTAR LLP 代表