Social Identity, Diversity, Equity, and Inclusion (DEI) in Asian Organizations

Implications for Human Resource Management

https://doi.org/10.56741/IISTR.apsa.002119

Authors

Keywords:

Asian Organizations, DEI, Human Resource Management, In-group Bias, Social Identity Theory

Abstract

Diversity, Equity, and Inclusion (DEI) has become a prominent agenda in human resource management (HRM), particularly in Asian organizations experiencing increasing workforce diversity. However, DEI initiatives often remain symbolic, resulting in tokenism rather than meaningful inclusion. This study employs a conceptual review approach grounded in Social Identity Theory and in-group–out-group bias to analyze DEI implementation in Asian organizational contexts. Drawing on recent empirical and theoretical studies, this paper examines how social identity dynamics influence recruitment, promotion, anti-discrimination policies, and diversity management. The findings suggest that deeply embedded cultural norms, high power distance, and collectivist orientations in Asia intensify social categorization processes, leading to resistance toward superficial DEI practices. This paper contributes to HRM literature by proposing a socially grounded perspective on DEI internalization and offering implications for strategic HRM in Asia.

Author Biographies

Waqar Akbar Khan, Shandong University of Finance and Economics

is pursuing his PhD in Business Administration from the School of Business Administration at Shandong University of Finance and Economics in Jinan, China. His research interests lie in human resource management (HRM), including green HRM, performance management, change management, training and development, and organisational culture. (email: waqarakbarkhan@live.com).

Hind El Atmani, Shandong University of Finance and Economics

is a Ph.D. candidate in International Trade at Shandong University of Finance and Economics under the supervision of Professor Zhongxiu Zhao. Her doctoral research examines the impact of foreign direct investment inflows on sustainable development in Morocco, with a particular focus on environmental dimensions. She holds an M.Sc. in International Business from Shandong University of Finance and Economics and a B.Sc. in International Economics and Trade from Nanjing University of Science and Technology, providing her with strong analytical skills and a global perspective on trade and economic development. (email: hindselatmani@gmail.com).

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Published

2026-03-21

How to Cite

Khan, W. A., & El Atmani, H. (2026). Social Identity, Diversity, Equity, and Inclusion (DEI) in Asian Organizations: Implications for Human Resource Management. Advances in Psychological Sciences and Applications, 2(01), 10–19. https://doi.org/10.56741/IISTR.apsa.002119

Issue

Vol. 2 No. 01 (2026): Advances in Psychological Sciences and Applications

Section

Articles
Copyright & Licensing

Copyright (c) 2026 Waqar Akbar Khan, Hind El Atmani

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This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.