Improving Diversity and Inclusion for Companies in Asia

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Using analytics and hiring talents with specific focus maximises your HR recruitment and hiring process.  Diversity and inclusion in a work environment has become a greater focus over the last couple of years. Countries all over Asia have laws and policies that forbid discrimination and encourage hiring talents who come from various backgrounds. However, there are still areas for improvement.   By making improvements in the areas of diversity and inclusion, your company has nothing to lose and everything to gain. Diverse teams improve employee engagement and productivity, and employee retention rates go up when they work in an inclusive environment. So, how can your company start improving diversity and inclusion within Asia? Here are some simple tips to help you get started.  

1. Acknowledge Different Cultural Holidays

The first step to improving diversity and inclusion in the workplace, as well as your recruitment process, is to acknowledge different cultures and their celebrations. Know the dates and seasons of when important celebrations are taking place, and be more sensitive when scheduling work meetings. This is especially important in Asia, where it is a melting pot of all cultures.   Your company can also offer flexible holiday time-off, so employees can celebrate their own cultural and even religious holidays at their own discretion. Another simple possibility is to offer well wishes after meetings or in group chats, which can be a nice gesture to help everyone feel seen and included.   Through HR analytics, your company calendar would remain updated with the appropriate dates. Sending out well wishes or planning the work month according to cultural holidays wouldn’t be inconvenient then.  

2. Organise Welfare & Team-Building Programmes

To be inclusive, your employees should feel understood, respected, and heard within the work environment. Your company can foster such a culture by having regular check-ins with the employees and encouraging different departments to interact with one another.   Your company’s HR department can also organise welfare and team-building programmes. It is through these programmes that your employees can learn to respect one another and appreciate one another’s cultures.    In fact, by doing so, your team may grow to become more diverse. Because during recruitment, talents from various backgrounds may be more keen to join your company and grow alongside you. Who would refuse to work for a company that appreciates and respects them, right?  

3. Promote and Advocate for Pay Equity

Aside from culture, it is also important for your company to be inclusive regarding gender too. Each employee should stand a fair chance of being promoted, and the playing field at work should be as level as possible. You want to reward your employees according to merit, and not unconscious bias.    Through using HR analytics, your managers can easily identify any pay gaps that may exist, and your company can resolve that sooner rather than later. The data you gather can also go on to inform any discernible pattern regarding pay and compensation, so your company can effectively strive to achieve pay equity.  

Let AYP Help You Out

To access HR analytics, all you need to rely on is AYP. AYP Global Pay is a single digital platform that offers both Professional Employer Organisation (PEO) and Employer of Record (EOR) solutions.   You can easily access all the HR features that your business needs on a single dashboard, and that can help you improve diversity and inclusion in a work environment.   And with AYP Global Pay covering all bases when it comes to managing your business, you never have to worry about anything HR-related again. Ready to let analytics, data, and algorithms help you improve your HR processes? Learn more about our platform by scheduling a demonstration today!  

Featured Content

1. Boosting Employee Productivity In The Workplace 2. 5 Hot Tips to Stop Employee Burnout Before It Starts 3. Developing Sustainable Diversity & Inclusion Strategies in the Workforce
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