Inclusive Hiring in Vietnam: Building Fair & Sustainable Teams

This article is written in English for readers in Vietnam. Vietnamese and Japanese translations are available on our website. 

Why Inclusive Hiring Matters in Vietnam in 2026

As Vietnam’s workforce becomes more diverse in skills, backgrounds, and expectations, inclusive hiring is no longer a “nice-to-have.” In 2026, it has become a core driver of sustainability, retention, and performance.

Inclusive hiring goes beyond meeting headcount needs. It focuses on ensuring fair access to opportunities, reducing bias in decision-making, and building teams that reflect a range of perspectives and capabilities.

For employers in Vietnam, adopting inclusive hiring practices is increasingly linked to long-term workforce stability and employer credibility.

What Inclusive Hiring Means in the Vietnam Context

Inclusive hiring in Vietnam does not follow a single global template. Instead, it reflects local workforce realities and business needs.

In practice, inclusive hiring means:

• Evaluating candidates based on skills and potential, not just background or pedigree

• Ensuring job requirements are realistic and role-relevant

• Providing equal opportunity across age, gender, and career stage

• Creating fair and transparent hiring processes

These principles help employers widen their talent pool while maintaining hiring quality.

Why Fair Hiring Supports Better Retention

One of the strongest links between inclusion and business outcomes is retention.

Employees who experience fair hiring and onboarding are more likely to:

• Trust their employer

• Feel valued from the start

• Stay engaged during periods of change

• Commit to long-term growth within the organisation

In Vietnam, where job mobility remains high after Tết, inclusive hiring helps reduce early attrition by setting clear, fair expectations from day one.

Common Barriers to Inclusive Hiring

Despite growing awareness, many organisations still face challenges when implementing inclusive hiring practices.

Common barriers include:

• Overly rigid job requirements

• Unconscious bias during screening or interviews

• Limited diversity in hiring panels

• Lack of structure in evaluation criteria

When left unaddressed, these barriers can unintentionally exclude capable candidates and weaken hiring outcomes.

How Employers Can Build More Inclusive Hiring Processes

Inclusive hiring in 2026 is about process improvement, not complexity.

Employers can strengthen inclusion by:

• Reviewing job descriptions for unnecessary criteria

• Using structured interviews to reduce subjectivity

• Aligning hiring decisions to clear role competencies

• Training managers on fair assessment and communication

Small, consistent changes often have a greater impact than broad policy statements.

Inclusive Hiring and Business Sustainability

In Vietnam’s evolving labour market, inclusive hiring supports more than diversity goals.

It contributes to:

• Stronger workforce resilience

• Better collaboration across teams

• Reduced hiring and replacement costs

• Improved employer reputation

Companies that invest in fair hiring practices are better positioned to adapt to change and compete for talent in the long term.

How Reeracoen Vietnam Supports Inclusive Hiring

Reeracoen Vietnam works with employers to embed inclusive hiring principles into practical recruitment strategies.

We support companies by:

• Advising on fair and realistic role scoping

• Expanding access to diverse candidate pools

• Using structured, competency-based assessments

• Supporting transparent and consistent hiring decisions

Our approach helps employers build teams that are both inclusive and high-performing.

Frequently Asked Questions (FAQ)

1. What does inclusive hiring mean for employers in Vietnam?

It means hiring based on skills, potential, and fairness while reducing bias in recruitment decisions.

2. Does inclusive hiring lower hiring standards?

No. It strengthens hiring by focusing on role-relevant competencies and capability.

3. Is inclusive hiring relevant for SMEs?

Yes. Inclusive practices can be applied at any organisation size.

4. How does inclusive hiring improve retention?

Fair hiring builds trust and engagement from the beginning, reducing early turnover.

5. Where should companies start with inclusive hiring?

Start by reviewing job requirements and introducing structured interview processes.

✅ Final Author Credit

• By Valerie Ong (Regional Marketing Manager)

• Published by Reeracoen Vietnam - a leading recruitment agency in APAC.

🔗 Related Articles

• Post-Tet Hiring Trends: What Vietnam Employers Are Seeing in 2026

• Why Onboarding Will Define Retention Success in Vietnam in 2026

• Managing Compensation Expectations After Tet Bonuses

📚 References

• Reeracoen Vietnam Salary Guide 2025

• Vietnam labour market data and employment statistics from the General Statistics Office (GSO)

• Hiring and market insights from Reeracoen Vietnam

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