Inclusion First: How to Build Trust and Cultural Awareness for Real DEI in Japan | Dale Carnegie Tokyo

Over the past few years, Diversity, Equity and Inclusion (DEI) training has grown rapidly in Japan. Yet most programs focus only on awareness — defining what DEI means.
When organizations first contacted us about “diversity training,” they often requested programs only for women. For those outside Japan, this may sound surprising.
Here, diversity discussions focus mainly on gender, with limited attention to age or LGBTQ+ issues. Because Japan is a largely homogeneous society with few ethnic or religious minorities, DEI looks different from Western models.

However, diversity and equity are outcomes, not starting points. The real key is inclusion — creating an environment where every person feels trusted, respected, and valued. Without inclusion, DEI remains theory.

Mini-summary:
In Japan, DEI success starts with inclusion — not policy, but human connection.

Trust, credibility, and respect form the foundation of inclusion.
If one is missing, the others collapse.
Leaders can build trust by being consistent, transparent, and ethical — and by admitting mistakes rather than hiding behind authority. This is especially powerful in Japan, where hierarchy can make openness rare.

Simple human relations principles from Dale Carnegie’s timeless wisdom still work today:

• Don’t criticize or embarrass others.

• Express sincere appreciation for effort.

• Be genuinely interested in others, not just yourself.

• Listen actively without interrupting.

• Try to see situations from the other person’s point of view.

These behaviors build psychological safety — the sense that speaking up won’t be punished. Inclusion flourishes when employees feel safe to share ideas and emotions.

Mini-summary:
Trust isn’t automatic — it’s earned through humility, empathy, and daily behavior.

1. How We Look
   Facial expressions matter. A tense or angry face signals “stay away,” while a relaxed, friendly face invites connection.

2. How We Act
   Body language speaks louder than words. Even subtle gestures — like shaking your head unconsciously — can signal rejection.

3. What We Say
   Diplomacy is a skill. The content of our words must respect both people and context.

4. How We Say It
   Tone is critical. Sarcasm can turn neutral words into weapons. Tone builds or destroys inclusion faster than content.

Mini-summary:
Inclusion begins with micro-actions — the words, tone, and expressions leaders use every day.

Bias, both conscious and unconscious, is the biggest obstacle to inclusion.
We are all shaped by upbringing, culture, and generation. The key question is: Do we care enough to change?

If leaders and organizations fail to demonstrate that diversity is a business imperative, inclusion will remain lip service.
Executives must model open-mindedness — acknowledging blind spots, accepting feedback, and inviting challenge.

When trust is strong, employees can safely highlight unconscious bias.
For example, I tell my own team:

“If I say or do something that annoys you, please tell me — I may not even realize it.”
Especially with female staff, I make it clear that I value their perspective and will immediately adjust my behavior if I’ve caused discomfort.

True inclusion starts with self-reflection, humility, and dialogue. It is a one-person-at-a-time journey — but leadership must light the path.

Mini-summary:
Inclusion grows when leaders are self-aware enough to welcome feedback.

• DEI in Japan must focus on inclusion as the actionable entry point.

• Trust, psychological safety, and empathy are essential to inclusion.

• Everyday communication — look, tone, and body language — shape inclusion.

• Cultural self-awareness and leadership example determine lasting change.

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Founded in the U.S. in 1912, Dale Carnegie Training has supported individuals and companies worldwide for over a century in leadership, sales, presentation, executive coaching, and DEI. Our Tokyo office, established in 1963, has been empowering both Japanese and multinational corporate clients ever since.