In the boardrooms of Nairobi , the tech hubs of Bengaluru, and the skyscrapers of Dubai, the conversation around Diversity, Equity, and Inclusion (DEI) is gaining momentum. But it doesn’t always sound—or look—like the conversations happening in New York, London, or Toronto. DEI is not a one-size-fits-all movement, and in non-Western workplaces, its definition is evolving in culturally nuanced, locally rooted ways.
Rethinking Diversity: More Than Race and Gender
In many Western contexts, DEI often centres around race, gender, and sexual orientation. But in places like India, diversity includes caste and language. In Nigeria, tribal affiliation and religion often take centre stage. In Japan, age and conformity to group culture play a more significant role than ethnicity.
What’s considered “diverse” can be radically different across borders. In some regions, just having a woman in a leadership role is still groundbreaking. In others, neurodiversity and disability inclusion are only beginning to be understood. In some cultures, “bringing your whole self to work” is not yet encouraged—it’s a radical idea still bumping up against decades of professional formality and hierarchy.
The Role of Tradition and Hierarchy
Non-Western workplaces often operate within deeply hierarchical systems. Respect for elders, seniority, and authority can be at odds with flat organizational structures that DEI sometimes promotes. For example, younger employees in Southeast Asia may hesitate to voice dissenting opinions in front of senior managers, even when those opinions are welcomed.
This doesn’t mean DEI efforts are doomed—it just means they must work differently. Culturally aware training programs, anonymous feedback systems, and mentorship that respects seniority while empowering junior voices can help bridge the gap.
Inclusion Starts with Belonging
In collectivist cultures, belonging isn’t just a perk—it’s essential. Many non-Western societies value harmony and group cohesion over individualism. This presents both opportunities and challenges for inclusion. It can be easier to build teams with strong interpersonal bonds, but harder to make space for differences and dissent.
Leaders must balance these dynamics by creating inclusive spaces where differences are not only acknowledged but respected—without fracturing the sense of unity that many employees hold dear.
Global Companies, Local Solutions
For global organizations expanding into non-Western regions, the key is humility. Copy-pasting DEI strategies from Silicon Valley into Shanghai or São Paulo won’t cut it. Successful DEI work abroad requires listening to local voices, understanding historical and societal contexts, and co-creating initiatives with on-the-ground teams.
Inclusion can mean offering prayer spaces in the office. Equity can look like investing in upskilling rural employees. Diversity can be reflected in regional dialects spoken in meetings, not just boardroom demographics.
The Road Ahead
DEI outside the West is not behind—it’s just different. It’s emerging at its own pace, shaped by its own histories and social fabrics. And it’s powerful. When organizations look beyond Western frameworks and start asking what inclusion means here, they open doors to more meaningful, culturally resonant progress.
After all, the heart of DEI is the same everywhere: giving people the space to thrive, the dignity to be heard, and the opportunity to belong.
Also read: 6 Strategies to Keep Your DEI Efforts Alive & Thriving
