The global conversation around workplace diversity is shifting. Adobe recently announced it will discontinue its diversity, equity, and inclusion (DEI) hiring targets, joining tech giants like Google and Meta in scaling back similar efforts.
This move has sparked debate: is it a setback for diversity, or a recalibration toward hiring purely on skills and qualifications?
Global Shifts in DEI
Adobe’s decision reflects a broader trend. In 2020, the company set ambitious goals to increase female leadership and double representation from underrepresented minority groups. Now, it says it will focus on “fair and consistent hiring practices” without specific representation targets—emphasizing that it never hired based on quotas.
This shift follows regulatory pressure and growing sentiment in some markets that DEI targets can feel like box-ticking exercises rather than fostering genuine inclusion.
To some, this is a worrying step back that may slow progress for groups historically excluded from opportunities. Others view it as a return to merit-based hiring, where decisions are made solely on skills, experience, and potential.
The Overlooked Conversation: Disability Inclusion in Malaysia
In Malaysia, DEI conversations typically centre around gender and ethnicity. Disability inclusion, however, is often left out—even as global companies begin rethinking their strategies.
Since 2022, over 10,000 individuals with disabilities have entered the Malaysian workforce. Yet they still represent only a small fraction of the total employed population. Many employers remain hesitant to hire people with disabilities (OKU), often citing concerns about job fit, accommodation costs, or a lack of understanding.
Government efforts such as MYFutureJobs and targeted career fairs are helping to bridge the gap. Still, persistent misconceptions hold back progress—for example, the belief that people with disabilities can only perform simple tasks or require extensive supervision. In reality, with the right support, disabled employees can excel in skilled, technical, and leadership roles—as demonstrated by both local and multinational companies.
Why Inclusive Hiring Still Matters
Even as some global companies pull back from strict DEI targets, inclusive hiring remains essential in Malaysia. Here’s why:
• Untapped Talent Pool: Malaysia is home to an estimated 4.5 million people with disabilities—many of whom are not yet part of the workforce.
• Innovation and Perspective: Diverse teams—including individuals with disabilities—bring fresh thinking and better business outcomes.
• Fairness and Opportunity: A true meritocracy ensures everyone, regardless of ability, has a fair and equal chance to succeed. This means removing systemic barriers, not just removing targets.
• Government Support: Various ministries and agencies offer incentives and resources for inclusive hiring, but adoption remains low.
Action Steps for Malaysian Employers
To foster real inclusion, companies can:
• Challenge Misconceptions: Understand that people with disabilities can thrive in a wide range of roles, not just basic or manual jobs.
• Make Recruitment Accessible: Ensure job ads, application processes, interviews, and workplace environments are accessible to all candidates.
• Leverage Support: Use available government programs and collaborate with organisations that support OKU job seekers.
• Foster Inclusive Culture: Go beyond policy compliance—build a workplace culture where all employees feel respected and valued from the interview stage onward.
Final Thoughts: Progress Without Quotas
As the global DEI conversation evolves, Malaysia has a unique opportunity to lead by example. Moving away from rigid hiring targets doesn’t mean giving up on inclusion. Instead, it opens the door for more meaningful, sustainable change, especially for groups like people with disabilities, who are too often left out of the conversation.
As we reframe the discussion around merit, let’s also talk about fairness, access, and equal opportunity for all Malaysians. Because a truly inclusive workforce isn’t just good for business—it’s good for society, and it’s vital for Malaysia’s future.