In Japan, diversity in the workplace is more than just a trend—it’s a business imperative.
In Japan, workplace diversity is a business imperative, not just a trend. It means building teams that reflect our evolving society, bringing advantages to both business and society. Diverse teams foster innovation, improve problem-solving, and boost competitiveness. Research shows that diverse companies are more profitable, adaptable, and socially responsible.
In Japan, where workplace homogeneity has often been the norm, it’s time to build teams based on qualifications, independent of personal characteristics.
This article will help you understand diversity recruiting, its importance for your business in Japan, and strategies to build an innovative, growth-driven workforce.
Introduction
Diversity includes both visible and invisible differences that shape experiences of inclusion and challenge. In the workplace, diversity can foster belonging, boost profits, spark innovation, and improve decision-making and productivity. However, it may also introduce performance issues and collaboration challenges.
The moral argument for workplace diversity centers on equal opportunities, which many employers consider essential for ethical business practices and reinforced by law. Beyond ethics, diversity offers tangible benefits: companies with greater gender and ethnic diversity often outperform financially,? benefitting from diverse perspectives that enhance innovation and improve problem-solving.
"Diversity shapes how we view situations, as cognitive functioning and attitudes vary with demographics. Workplace diversity brings different perspectives on how to approach tasks."
To address these challenges, organizations must develop targeted strategies, address biases, and foster an inclusive culture that values diverse perspectives.
Key Initiatives from Japan’s Basic Policy on Gender Equality and Empowerment of Women 2024
For companies looking to advance gender equality in 2025, here are some initiatives from the Basic Policy on Gender Equality and Empowerment of Women 2024:
For more information on these initiatives, you can read the full Basic Policy on Gender Equality and Empowerment of Women 2024.
You may be wondering, How do we get there? What steps can be taken to encourage more women in leadership roles within your company? How can your organization help advance women in STEM or support female entrepreneurs?
Creating lasting change in Japan may seem challenging, but Thomas and EdulinX have a proven track record in helping companies foster diversity and inclusion. Through targeted recruitment, D&I training, and building an inclusive workplace culture, we’ve helped organizations achieve real progress. Let’s examine a case study that addresses one of the main barriers to workplace diversity: unconscious bias.
Promoting Diversity Through Recruitment
Client Case Study: Harvey Nash
In 2016,? global recruitment company Harvey Nash partnered with Thomas International to assess fairness in their recruitment process. Over 12 months,? they tracked applicants’ demographics, behaviors, and outcomes, focusing on diversity beyond demographics alone. While statistical analysis revealed no adverse impact, suggested improvements were implemented. As a result, Harvey Nash became the first recruitment company to achieve the UK’s National Equality Standard for diversity and inclusion.
Thomas International’s Behaviour Assessment showed no bias based on gender, ethnicity, age, sexuality, or disability, helping Harvey Nash reduce unconscious bias and improve workplace diversity.
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NES Standards We Can Help You Develop
At EdulinX, in partnership with Thomas International, we’re committed to fostering a diverse and inclusive future for companies worldwide. Here are key standards from the NES framework that we can tailor to align with Japan's unique cultural context, promoting a comprehensive approach to diversity and inclusion:
EdulinX is guiding other organizations and implementing these standards within our own company to set a strong example from within.
What is Thomas Doing to Promote Diversity and Inclusion?
At Thomas International, we use psychometric assessments for employee selection and development, creating a common “Thomas language” across the organization to enhance communication. Our Business Psychologists ensure assessments are fair for all groups, and in 2020, we formed a D&I steering group with volunteers from various departments, making diversity and inclusion a core business objective.
Creating a Great Place to Work is central to our mission. Our D&I approach plays a key role in attracting talent, driving innovation, and enhancing performance.
EdulinX and Thomas can help you eliminate unconscious bias and promote diversity, creating a more inclusive workplace. We understand this is more than a checkbox exercise; it’s a genuine commitment to change.
Click the link to schedule a free one-on-one consultation and start your journey toward a more inclusive environment. We’ll work with you to develop a custom solution tailored to your unique needs, making diversity integral to your culture.
Promoting diversity in recruitment is essential for thriving in today’s competitive world. Companies like Harvey Nash and Thomas International lead with data-driven strategies that prioritize diversity and inclusion. Every organization in Japan should value diversity and build inclusive workplaces by examining recruitment practices and fostering a culture that embraces diversity at every level. By doing so, Japanese companies can unlock their workforce’s full potential, drive innovation, and achieve greater success.
Let’s work together to create a future in Japan where diversity is celebrated and every employee feels empowered to contribute their unique perspectives.
References
https://www.nationalequalitystandard.com/national-equality-standard/ https://www.thomas.co/case-study/harvey-nash https://www.thomas.co/resources/type/hr-blog/importance-cultural-diversity-workplace