The values of diversity, equity, inclusion, and belonging remain a key theme in corporate conversations across the globe. But as enthusiasm for DEIB fluctuates in markets like the US and UK – amid political backlash, shrinking budgets, and shifting corporate priorities – one question arises: is DEIB dead in Southeast Asia?

The region rarely grabs headlines in global DEIB discussions, and progress tends to be quieter, less visible, and inconsistently tracked. This has raised questions about whether the momentum is fading or simply evolving in more localised, less conspicuous ways.

The answer: DEIB is far from dead in Southeast Asia. In fact, it’s quietly but steadily gaining ground, backed by a growing number of government frameworks and corporate-led inclusion efforts.

A 2023 report by Boston Consulting Group (BCG), Taking Diversity to the Next Level in Southeast Asia, offers a snapshot of this evolving landscape. While the region’s DEIB journey is still maturing, the data points to forward movement:

• 43% of employees said their companies now have DEI programmes that go beyond gender to include LGBTQ+ and ethnic diversity – up from 36% in 2020.
• 57% of all employees – and a striking 90% of those from underrepresented groups – said they would leave their job for a more inclusive employer.
• Companies with above-average leadership diversity report 19% more innovation and 9% higher EBIT margins than their less diverse peers.

On the ground, efforts are taking shape. In Singapore, Singtel publishes comprehensive DEI reports and has raised female leadership to 31%. Malaysia introduced a national DEI Implementation Guide in 2023 to promote inclusive business practices. In the Philippines, PFIP continues to champion LGBTQ+ inclusion at work.

Parallel to this, 65% of companies across the region have launched mental health literacy training, while 60% now offer structured wellness policies. Conferences such as SIETAR SEA 2024 point to ongoing interest, with HR professionals helping to embed inclusive values through policies and engagement programmes.

The challenges of implementation

Despite this progress, challenges remain. Awareness of DEIB principles is growing, but implementation is patchy and sometimes surface-level. A joint 2023 Google–BCG survey revealed that only 58% of Southeast Asian companies have formal DEI programmes – well below the global average of 96%. Where such initiatives do exist, they often centre on gender, neglecting intersections such as ethnicity, disability, age, and LGBTQ+ inclusion.

The business case is compelling: DEIB is not just a social imperative but a driver of performance and retention. With 90% of underrepresented talent willing to move for greater inclusion, companies that lag risk losing their best people to more forward-thinking competitors.

Cultural and structural barriers

Implementing DEIB in Southeast Asia is not as simple as copying global frameworks. Local cultures and sensitivities often shape how – or whether – issues of identity can be openly discussed. In Malaysia and Indonesia, for example, conversations around race and ethnicity can be politically sensitive. In Thailand and the Philippines, LGBTQ+ visibility is rising, but legal and workplace protections are still catching up.

A lack of data further hampers progress. Many companies do not collect or publish diversity metrics, citing privacy concerns or the absence of regulatory pressure. Without data, it’s difficult to benchmark or track real progress.

Yet, there are notable leaders. Singtel’s annual DEI disclosures show measurable goals and results. Malaysia’s DEI Guide provides locally relevant steps. PFIP in the Philippines has built platforms for cross-sector learning and advocacy on LGBTQ+ rights. These examples show that DEIB is alive – and evolving – with a distinctly Southeast Asian flavour, grounded in local realities rather than global templates.

Learning from global setbacks

As Southeast Asia pushes forward, it must also stay alert. In the US, some companies have pulled back on DEIB due to legal challenges and political resistance – moves that have fuelled scepticism and emboldened critics. The lesson: Southeast Asia shouldn’t retreat but should double down – crafting locally relevant, sustainable DEIB models that work in their own contexts.

A strategic business priority

DEIB is not just good ethics; it’s also smart business. A growing body of research continues to link inclusion with stronger performance:

• Financial returns: Companies in the top quartile for gender diversity on executive teams consistently outperform their peers.
• Talent retention: According to Achievers Workforce Institute, 40% of employees with a high sense of belonging are less likely to consider leaving compared to just 5% with low belonging.
• Team productivity: Inclusive teams deliver 56% higher performance and take fewer sick days.

A 2024 World Economic Forum report showed that women, LGBTQ+ individuals, and neurodivergent employees experience significantly higher burnout rates. This highlights the need for inclusive policies that address their specific challenges.

Meanwhile, a 2025 study by BetterUp found that employees who received wellbeing coaching were 25% more productive, 56% less likely to miss work for health reasons, and five times more likely to be rated as top performers.

Mental health: The next frontier in inclusion

Mental wellbeing has become a pillar of inclusion strategies across ASEAN. According to BCG–Google, 65% of organisations have launched mental health literacy programmes, and 60% have wellness policies in place.

Yet, execution often falls short. In Singapore, nearly half of employers are still reluctant to hire individuals with mental health conditions despite 89% of companies claiming to have inclusive hiring policies.

Moreover, while 93% of companies promote mental health services, uptake is low: fewer than 10% of employees use them. Only 22% of workers in the region say they’d feel safe approaching HR for mental health support – signalling a deep trust gap and persistent stigma.

The future of DEIB in Southeast Asia

To keep DEIB alive and thriving in Southeast Asia, organisations must move beyond performative statements and into meaningful, measurable action. This means developing DEIB frameworks that are not only locally relevant but also driven by clear targets and accountability. Companies should begin by establishing robust data collection practices – respecting privacy, of course, but still finding ways to track and improve inclusion outcomes.

Second, it’s crucial to broaden the scope of DEIB beyond gender. Initiatives must take an intersectional approach that considers ethnicity, disability, mental health, age, and LGBTQ+ inclusion. One-size-fits-all programmes fall short in diverse societies like those in ASEAN. Tailored solutions will resonate more deeply and deliver greater impact.

Third, business leaders must treat DEIB not as another HR initiative that can be swept under the rug but as a strategic priority. Linking DEIB efforts to key business metrics – innovation, retention, productivity – can help embed it into the organisational DNA. Regular reporting, public commitments, and leadership accountability can ensure that DEIB is not just a buzzword, but a core part of business strategy.

Lastly, collaboration is key. Governments, industry associations, educational institutions, and civil society must work hand in hand to create inclusive ecosystems. Cross-sectoral partnerships, like PFIP’s work in the Philippines, show what’s possible when advocacy meets action.

The future of DEIB in Southeast Asia is not about mimicking the West – it’s about building a distinctive, grounded, and resilient movement that reflects the region’s rich diversity and complex realities.