Navigating International Rules and Regulations on DEI

In a business world that is continuing to grow ever more global, the topics of diversity, equity, and inclusion (DEI) are not just buzzwords, they are essential pillars for success. However, along with the benefits of a diverse workforce come some challenges as well. One of the important obstacles you will need to learn to hurdle is navigating the vastly different international laws. This can already be a puzzle when it comes to HR tasks, such as salary and benefits, and the DEI rules and regulations differ just as widely across the world.

Along with the legal requirements it is also important to keep cultural norms and societal expectations in mind as you build (and maintain) diverse and inclusive teams. In the first session of our Expert Talk Series on Unlocking Global Talent, we explored the complexities of international DEI strategies with our Commercial Manager, Marjan Stoit, and our special guest Wendy Broersen, DEI expert and founder of Superpeople Company. They offered valuable insights into building inclusive company cultures that are both globally consistent and locally relevant. Keep reading for the highlights of the session and some great tips for improving your worldwide DEI efforts.

Why Diversity Matters

It is great to focus on creating diverse teams and inclusive work environments, but why does it matter. Simply put, as Marjan highlighted, diversity is not just a value—it’s a strategic business imperative. Diverse teams drive innovation and provide new and varied perspectives. This diversity of thought leads to more creative solutions, better problem-solving, and innovation. From fresh ideas and improved performance, to the better representation of a worldwide audience, and especially the added fulfilment for individual team members, there is no denying the power of diversity in our communities and workplaces.

But achieving success with a diverse team is not just about ticking boxes. It’s about creating environments where people from different backgrounds truly feel safe, valued, and empowered to contribute. As Wendy put it, “If you don’t hear every voice in the room, you’re missing out on a lot.”

The Role of Compliance in Global DEI

Global expansion brings new opportunities—and a maze of regulations. Every country has its own set of rules governing equality, privacy, and employment, and staying compliant takes a lot of work and study. When working in multiple different countries, with ever-changing legal requirements, Wendy suggests working closely with local employees to understand the laws. This will help you stay on top of the rules while also better understanding the cultural precedent and implications of these legal requirements.

Wendy also explained that aligning your company’s values and DEI goals with local legal frameworks can be quite the balancing act. You may be dealing with countries where some progressive DEI programs are not implementable, due to legal or cultural restrictions. Other countries may have strong anti-discrimination rules but the culture may still be catching up. Yet another reason to work closely with the locals so they can help you better align your strategy.

With all the factors playing into DEI implementation across borders you will need to stay informed, flexible, and proactive in order to effectively adjust policies for each country you work with. International compliance is the baseline, but what sets companies apart is their commitment to building an inclusive company culture that maintains the same standard across the entire company, but is adjusted to be locally relevant. This way, while the application may differ slightly per location, your goals and values will be recognized wherever, and with whomever, you work.

The Challenge: Creating a Transferable Global Strategy

Perhaps the biggest challenge companies face is crafting a uniform DEI strategy that can be implemented across countries. There is not a one-size-fits-all approach for this. While a program promoting more management training for workers with an Asian background may be very beneficial in areas where this group is in the minority, this program may feel completely irrelevant in areas where the group is the majority and you will need to focus on other programs that are needed there.

A great way to discover what will work, and how to tweak it per location, is to work with Employee Resource Groups (ERGs). These internal communities, usually full of invested employees who have important insights and want to help, can provide real-time insights into legal nuances, cultural sensitivities, and inclusive practices that work. They will honestly let you know what resonates with your employees, and where there are gaps in the strategy. By making use of this great resource you can more quickly and effectively adjust your strategy and get employees on board.

Tackling the Challenge: Key Strategies

Now that we have covered some of the theory, let’s dive into some key strategies Wendy outlined that you will help you develop effective, inclusive strategies that work globally:

1. Adapting to Local Realities

As mentioned above, the local situation in every country may not exactly align with your DEI goals, or may require some adjustment of your inclusive programs to make them relevant. Start by creating a clear central standard. This should reflect well thought out values and definitions of your desired inclusive company culture and how to maintain it. Once you have this framework you can go to work tailoring it for your diverse workforce.

As you adapt your DEI initiatives, consider what is relevant in each country. For example, part-time flexibility is an important topic in countries like the Netherlands and Switzerland, while in some other areas it is not even on the radar. Gender inclusion may be a more relevant topic in regions where women are underrepresented in the workforce, or specific minorities may need more attention in some areas, while they may actually be in the majority in another location.

2. Leveraging Employee Resource Groups (ERGs)

One of your best resources for making sure that your DEI initiatives stay up to date and resonate with your team, is to make use of your best resource – your employees. Employee Resource Groups help to not only get team members engaged with the DEI goals but they also empower employees to highlight the most relevant issues and advocate for change. This will also help you get a better and more real-time view of what is needed so that you can make timely adjustments. Making use of ERGs will help to build internal community, surface unseen issues, and help tailor policies that will engage your employees and better align with both company culture and local needs.

3. Navigating Restrictive Laws

DEI is not a high priority in every country, and in places where inclusion is legally restricted it can be difficult to know how best to support your employees and keep up your culture and goals. Although this can be a challenge Wendy’s advice is to get creative and establish internal “safe havens” where employees feel protected, even when laws don’t support them. This will look different everywhere. Keep in mind that a safe haven does not mean simply pushing an agenda or fighting for a specific program (although this can be the case), but rather it starts with listening to the needs of your employees in these areas and creating spaces and initiatives that support them. If it becomes impossible to create a safe haven in a specific region for certain workers, you can also consider offering relocation options so that they can work in an area that has more inclusive regulations.

4. Fostering Cultural Sensitivity

Culture shapes our perceptions of inclusion. This means that what is helpful in one area may be irrelevant in another. It also means that some cultural training can go a long way in helping team members understand each other and find success together.

Wendy shared some helpful examples of things you can do to foster cultural sensitivity and help teams adjust and get on the same page:

• Buddy systems – Have each new worker partner with an experienced team member for the first year or so. This can be especially effective when locals are partnered with expats and when the support offered extends outside of the office as well.
• Language classes – Offering language classes is a great way to help international employees build a stronger foundation with their local colleagues, as well as settle into the culture in their new area. In companies where multiple languages are used, or where the locals are not as comfortable speaking another language either, you can go the extra mile by also offering English courses to bridge the gap. This way everyone will be able to communicate and can also bond through the difficulties of learning a new language.
• Storytelling events – Organizing storytelling events, such as a potluck where everyone brings food from their culture, or an evening where employees share about themselves and their background, is another great way to promote inclusion. This is a fun way to help employees understand and support each other better. It can also be a great tool to gain more information and prevent unintentional exclusion—like switching to the local language in group settings without realizing who’s left out.

5. Using Visual Symbols of Inclusion

Visual and verbal cues matter. These are often our first clue to whether we will be safe or not in a given situation. Paying attention to using diverse imagery, and inclusive language and design in internal and external communications will act as an invitation and make it clear that everyone belongs. This not only helps to create the “safe havens” discussed above but will also be a clear signal to staff, candidates, and clients that your company is committed to inclusion at every level.

Some practical tips:

• Make sure that your branding supports your diversity goals. For example, use images that reflect the diversity of your audience and your team.
• Consider your color use and how this comes across culturally. Some colors have specific, and very different, meanings across the globe.
• There are a variety of symbols that are used to show support for certain groups or ways of thinking. Inclusive symbols can be used to show support in a clear and easy way. Keep this in mind when you create your designs so you can use symbols that support your company’s diversity values.

6. Recruitment Best Practices

In order to create a diverse team you need to develop supportive recruitment practices. Go beyond your typical “culture fit” and think outside the box. The first step is to cast a wider net with how you share open positions at your company. Advertising in diverse communities and highlighting inclusive values through branding can help to bring in fresh, new talent.

On top of that you need to make sure that your hiring panels reflect your diverse talent pool and that they are trained in effective, equality-focused interview practices. It is human nature to steer towards hiring someone who is similar to ourselves, so it is important to take the time to help hiring managers understand the importance of diversity and looking beyond the ‘norm’ and open the hiring process in order to bring in talented individuals that also bring fresh perspectives to the team. Prioritizing inclusive onboarding and diverse training and development options in the company will also help to not only gain a powerful workforce, but also retain these talented employees and help them grow along with your company. It may take some training and adjustment to implement these best practices, but the results will speak for themselves.

7. Inclusive Meeting Strategies

Last, but not least, implementing inclusive meeting practices will boost your teams’ effectiveness and improve employee retention. Some ideas to improve your inclusive meeting strategies are:

• Use icebreakers and set expectations to help everyone get involved and feel comfortable participating. This can be especially helpful with hybrid or remote teams.
• Take the time to invite quieter participants to share their thoughts. Some people need more time to think, or may not feel as confident to jump in and share. This can be personal and/or cultural. Finding a way to hear what they have to say can enhance the meeting dynamic and improve the project results.
• Be mindful of neurodiverse needs. This can also have an impact on how a team member feels able to participate. Create a workspace that supports neurodivergent ways of working, and reach out to your employee’s to find out what will help them more successfully collaborate.

Final Thoughts: Building the Future of Work Together

Creating a diverse and inclusive workplace isn’t just an item on the management team’s to-do list or a PR campaign to make your company look good, it is an important part of your strategy for the future. It takes work, and just as working with people in a constantly changing economy always does, it requires constant assessment and adjustment.

The good news is that the results will make the effort worth it, and it can even be fun along the way. Here are some final tips to help you get started:

• Make inclusion a shared responsibility – Inclusion isn’t just for minority groups or HR teams to manage—it requires active effort from everyone in the company. The more the merrier (and the more effective).
• Focus on possibilities – Rather than fixating the struggle or what is not possible, explore what can be done. Don’t be afraid to get creative.
• Encourage curiosity – One of the best ways to improve diversity and inclusion is for everyone to get curious. If everyone in the team replaces judgment with openness, the real collaboration can begin.
• Be transparent – Many issues involved in DEI are sensitive. Being open about your company’s policies, goals, values, and even shortcomings is a great way to keep the conversation going and demonstrate your commitment to creating an inclusive company culture.

As Wendy reminded us, “Inclusion is contagious.” When you foster it intentionally, it spreads—and transforms not just your company, but your people, your products, and the world around you.