Episode #517: Facing The Realities Of Change With Diversity, Equity and Inclusion In Japan

 
Our company has suddenly thrown its lot of support behind Diversity, Equity, and Inclusion (DEI), as senior management sees it as a critical route forward that would foster innovation by creating a more welcoming work environment. Adapting to DEI is met with mixed reactions as a male middle management in Japan, where change is typically embraced but with a tendency for maintaining personal status quo.

The first shock of the news causes unease, and a lack of communication within the ranks causes uncertainty and rumours. Denial ensues, casting doubt on the need for change and how it will affect the existing order. Anger stems from doubting the idea's viability and worries about possible negative effects on business. While intermediate managers become dejected upon realising that change is unavoidable, the negotiation stage entails trying to customise DEI to unique situations. Based on Elisabeth Kubler-Ross's five phases of grief, the story highlights how crucial comprehensive communication is to addressing concerns and promoting DEI's advantages. It highlights the particular difficulties encountered in Japan, where gender concerns are given priority in DEI talks, and it urges senior management to exercise caution when handling the complications.