What Does DEI Look Like Outside the U.S.?

How diversity, equity, and inclusion has become an important concept to those working all over the world.

Diversity, equity, and inclusion (DEI) topics are sometimes seen as an “American issue,” but that’s not the case. DEI has become an important concept to those working all over the world, and an international understanding of DEI is incredibly important for mobility and human resource professionals. This article delves into the history of DEI and how DEI concepts can be successfully used by professionals working in both global and emerging markets.  

The History of DEI

While DEI is now a global concept, the first corporate diversity trainings were held in the United States around the time of the Civil Rights Movement in the 1960s. Dr. Kira Lussier, a business historian, explained the rollout of these trainings as a way to integrate previously segregated white-collar positions and offices. As corporate trainings expanded through the 1980s, so did the demand for diversity trainings to help rid workplaces of bias and discrimination.

In the global mobility sector in particular, navigating diverse workforces in both established and emerging markets is a crucial undertaking. The demand for solutions to navigate issues of diversity and inclusion has only increased with time and expanded across regions. Research performed by McKinsey shows that, in 2020, companies spent an estimated $7.5 billion on DEI-related efforts globally. This is projected to more than double by 2026.

Looking at DEI in Markets Outside the U.S.

The issues of bias and discrimination are found everywhere. While the background and much of the research on DEI come from the U.S., it is important for companies with an international presence to create a DEI strategy that works for all locations. What may work for one company in a particular culture could offend or accidentally discriminate against workers in another culture. 

Additionally, it is not just U.S. workers who want to make DEI-focused initiatives successful. When Womany, a Taiwanese nonprofit, surveyed 1,962 workers in 2022, 96% of respondents said that commitment to DEI was critical in order for them to join a company in Taiwan. In a Worldwide ERC^® survey of more than 600 senior HR leaders around the world, 98% of respondents reported that their organization has a DEI strategy in operation, which is a clear indication of its value in the global market.

Developing Effective DEI Initiatives 

When it comes to DEI strategies used internationally, there is no one-size-fits-all solution What to include in your DEI initiatives depends on what country and culture they will be implemented in. In Worldwide ERC’s survey, respondents were asked to list the top three priorities for DEI, and while all factors were present, the leading priority varied by region. “Gender” was the top priority for Western Europe, Africa, and North America, while “age” was listed first in the Middle East and Eastern Europe. In Latin America, “disability” was considered the top priority, while Asia Pacific respondents said that “company culture” came first. 

While it is important to follow the priorities of the region, the survey concluded that, for global mobility organizations looking to retain and attract talent, DEI can be incredibly useful. The study found that “one way to provide evidence of the company’s commitment to its workforce is to introduce DE&I policies that support a variety of employee lifestyles, ethnicities, demographics, and other factors, no matter where assigned.” 

The study also found that having current and revised policies across regions is crucial to an effective DEI program. “Outdated or irrelevant policies may cause more harm than good, in terms of lowering employee morale and engagement,” the report states. Metrics are a successful way for companies to see the good (or harm) done by their current DEI programs. Tracking data such as job performance success, compensation by gender, career advancement by ethnicity and/or age, and employee feedback can help create more successful and strategic DEI programs.

Creating Effective Change

For international companies looking to start DEI initiatives in a new market, collecting relevant data to best serve your workers will be key. What will work for an office in the United States may not work for an office in India. Understanding how workers identify themselves and the specific challenges that they will be facing is paramount to creating and carrying out a successful DEI initiative as well as defining initiative goals. 

Workers across the world expect their employers to make authentic efforts when it comes to DEI. Mobility professionals are adept at adapting to cultural changes that occur as part of their daily work lives, and DEI will be no exception. Using skills of flexibility, acceptance, and strategic research will help craft the DEI initiative plan for international companies that can be tailored to all countries where workers reside, not just the U.S.