Creating a diversity hiring program is about not just filling quotas but also fostering a team that reflects varied perspectives, backgrounds, and experiences. Companies in Southeast Asia—particularly in Indonesia, Vietnam, and the Philippines—recognise the value of diverse teams. Research shows that businesses with diverse workforces are 36% more likely to outperform their peers in profitability, highlighting the tangible benefits of inclusion.
With Southeast Asia experiencing significant digital and economic growth, the potential to build diverse, innovative teams has never been more substantial. Here’s how to develop a strong diversity hiring program that aligns with Southeast Asia’s unique cultural and economic landscape, from setting goals to fostering an inclusive environment.
Setting Clear Diversity Hiring Goals
A successful diversity hiring program starts with clear, measurable goals that align with your company’s mission. Establishing these goals helps companies focus on long-term inclusion and enables data-driven decision-making to track progress effectively.
Identifying Diversity Metrics
Diversity metrics are essential for building a balanced workforce. Metrics can include gender balance, ethnic representation, inclusive leadership, and even age diversity. For Southeast Asia, these goals should be realistic and relevant to the regional workforce. For instance, women comprise around 40% of the workforce in the Philippines, a relatively high rate compared to neighbouring countries. Indonesia has also committed to increasing female participation in leadership roles, aligning with global gender diversity trends.
Setting measurable diversity metrics helps companies benchmark progress and understand where there’s room for improvement. For instance, a company could aim for a target of 50% female representation in their workforce within five years or focus on increasing ethnic representation in leadership by a certain percentage. These goals drive accountability and encourage focused action.
Aligning Diversity Goals with Business Values
Diversity goals should be deeply integrated with a company’s core values. When diversity initiatives resonate with organisational values, they become a natural part of the business strategy rather than isolated efforts. For example, if a company’s core value is “innovation through collaboration,” diversity can enhance this by introducing varied perspectives that drive creative solutions. Aligning diversity goals with company values can foster a more unified, purpose-driven approach to hiring.
Continuous Assessment
Diversity is an evolving goal that requires ongoing monitoring. Regularly reviewing metrics and collecting feedback allows companies to adapt their strategies to the changing needs of the workforce. Monthly or quarterly assessments can help teams identify areas where they excel or areas needing improvement. According to McKinsey’s 2022 Diversity Report, companies with solid diversity programs often see a 25% higher retention rate, underscoring the importance of ongoing assessment in maintaining an inclusive environment.
Establishing annual reports or diversity scorecards provides transparency to employees and stakeholders, highlighting the company’s commitment to inclusion and offering insights for future improvements.
Inclusive Sourcing and Hiring Strategies
Companies need to rethink their recruitment and sourcing practices to truly build a diverse team. Expanding candidate pools, removing bias from hiring processes, and leveraging local hiring platforms are critical strategies for ensuring diverse hires.
Expanding Candidate Pools
One of the foundational steps in building a diverse team is reaching a wide range of candidates. Southeast Asia has a wealth of talent across its different regions, with each country offering unique skill sets and expertise. In Indonesia, for instance, there’s a strong pool of tech and engineering talent, while Vietnam has seen rapid growth in the finance and digital marketing sectors.
Using job boards specific to Southeast Asia, networking through local universities, or attending job fairs in cities like Jakarta or Ho Chi Minh City can help recruiters find diverse talent. LinkedIn’s 2023 Global Talent Trends report highlights that 76% of job seekers in Southeast Asia consider diversity an important factor in choosing an employer, making it essential to target a broad audience.
Bias-Free Screening and Interviewing
Unconscious bias can substantially impact hiring decisions, even for companies with strong diversity values. Implementing standardised interview questions and anonymising applications can help hiring teams focus on skills and experience rather than background.
One practical approach is structured interviews, which provide a consistent framework for evaluating candidates. Studies by Harvard Business Review reveal that structured interviews lead to more consistent and fair hiring outcomes, increasing the likelihood of a diverse talent pool. Additionally, digital tools anonymising specific applicant details (like name and school) can help recruiters focus solely on the candidate’s qualifications and skills.
Leveraging Local Hiring Platforms
Local job platforms can be crucial in connecting companies with diverse candidates. Southeast Asia has an array of job portals that are popular among professionals in each country. Jobstreet is widely used in Indonesia, while TopCV is known for its reach in Vietnam. These platforms offer an opportunity to increase visibility among underrepresented groups and showcase a company’s commitment to diversity, making attracting a broad spectrum of applicants easier.
Building an Inclusive Company Culture for Remote Teams
A diversity hiring program is only effective if supported by an inclusive company culture. Building an inclusive culture for remote teams requires intentional onboarding, ongoing learning, and open feedback channels that foster belonging and respect.
Onboarding and Support Programs
Onboarding sets the tone for an employee’s experience. Inclusive onboarding should introduce new hires to the company’s values and connect them with mentors or team members who can guide them. Offering tailored support for remote hires, including regular check-ins and providing localised resources, can help remote employees feel part of the team.
Mentorship programs tailored to diverse teams can enhance inclusion by giving new hires access to leaders or peers who understand their unique challenges. A Gallup report shows that employees who feel a sense of belonging during onboarding are 70% more likely to stay with the company long-term, underscoring the importance of inclusive onboarding practices.
Continuous Learning and Development
To maintain an inclusive environment, investing in continuous diversity and inclusion training is vital. These programs can foster awareness of cultural differences, gender dynamics, and other diversity-related issues. This training is precious for Southeast Asian remote teams, where employees come from various cultural backgrounds and may have different perspectives on collaboration and work ethics.
Hosting quarterly workshops or inviting guest speakers from different backgrounds can enrich employees’ understanding and sensitivity towards inclusion. Ongoing learning improves team dynamics and contributes to a more respectful workplace, enhancing overall job satisfaction.
Feedback Mechanisms
A genuinely inclusive workplace is where employees feel comfortable sharing their experiences and suggestions. Regular feedback channels, such as anonymous surveys or scheduled virtual meetings, allow employees to voice their concerns and suggestions on diversity initiatives. This feedback is invaluable in identifying potential gaps in the diversity program and making improvements based on actual employee experiences.
For example, companies could introduce quarterly “pulse checks” to gauge team sentiment around diversity and inclusion. These insights provide a clear picture of areas where the company is succeeding and where adjustments might be needed, ensuring that the diversity program remains effective and responsive to employee needs.
| Diversity Program Element | Recommended Practice |
|---|---|
| Diversity Metrics | Set specific goals, e.g., gender balance, ethnic representation |
| Bias-Free Screening | Use structured interviews and anonymised applications |
| Onboarding | Implement inclusive onboarding programs with mentorship support |
| Feedback Channels | Create anonymous surveys or regular virtual feedback sessions |
| Continuous Learning | Host quarterly diversity training and invite diverse guest speakers |
Building a diversity hiring program for remote Southeast Asian teams requires setting clear goals, expanding sourcing strategies, and fostering an inclusive culture. When supported by a structured diversity hiring program, companies can create environments that inspire and retain talented professionals from various backgrounds. High Five’s Talent Sourcing Services can provide the support you need to make a diversity-focused program while simplifying compliance and hiring processes. To learn more about enhancing diversity in your workforce, visit High Five’s Talent Sourcing Services page.
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