Expanding into an emerging market requires a strategic approach to diversity and inclusion. Start by understanding local cultures, laws, and workforce dynamics. Build diverse hiring panels to ensure unbiased recruitment. Foster an inclusive workplace through mentorship, employee resource groups, and leadership development for underrepresented talent. Implement fair policies on pay, promotions, and career growth. Leverage local talent while promoting cross-cultural collaboration. Encourage open dialogue and feedback to continuously improve inclusivity. A diverse team drives innovation, engagement, and long-term success.

I’ve found that when expanding into new markets, diversity and inclusion (D&I) can’t be an afterthought—it needs to be intentional. Diversity goes beyond DEI (though that’s a vital piece); it’s also about bringing in people with different experiences and perspectives to solve problems and drive innovation. Hiring diverse talent is just the beginning. The real goal is building a sustainable, equitable approach that keeps diversity front and center for all the right reasons. That means giving candidates honest feedback to help them understand their strengths in a specific role while giving hiring managers the tools to make better decisions that truly support long-term business success.

I would first focus on understanding the local culture, values, and demographics to ensure our approach aligns with the community's unique needs. Building a diverse team starts with actively recruiting from a variety of backgrounds, ensuring equal opportunities across gender, race, and disability, and addressing biases in hiring practices. I would implement inclusive policies, such as flexible work arrangements and mentorship programs, to support diverse employees. Providing training on cultural competency and fostering open dialogue ensures that inclusion becomes integral to our company’s culture. Regular feedback loops would help track progress and adjust strategies to sustain an inclusive environment.

Having lived and worked in different parts of the world and having led large global teams especially in emerging markets, my best experience is to stay true to yourself. So what does that mean - do not look for diversity as a checkmark in your hiring plan. Diversity can mean so many different things to people. As a leader I always look at diversity as people with different perspectives. A classic example is if you give a team a problem to solve and if you have a team made up of engineers, some with medical education background, some with finance background, male, female and from different ethnic origin, you will get multiple solutions to the problem. I always look at diversity with a lens of bringing different perspectives to the table.

When expanding a global team in an emerging market, prioritizing diversity and inclusion involves actively seeking diverse talent, promoting inclusive hiring practices, and fostering a supportive work environment. This includes partnering with local organizations and networks to source diverse candidates, implementing bias-free recruitment processes, and providing diversity training for hiring managers. Additionally, creating inclusive policies and initiatives, such as employee resource groups and mentorship programs, can further prioritize diversity and inclusion within the emerging market team. Regularly evaluating and adjusting these strategies is essential for sustained success in promoting diversity and inclusion.