Workplace Fairness in Vietnam 2026: What Inclusive Hiring Really Looks Like Today

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

As Vietnam enters 2026, workplace fairness is no longer a “nice-to-have” concept. It is becoming a core business issue that directly affects talent attraction, retention, productivity, and employer reputation.

With Vietnam’s workforce growing more diverse across age, gender, education, nationality, and working styles, companies are being held to higher expectations by employees, candidates, and global stakeholders. Fairness today is not only about compliance. It is about how decisions are made, communicated, and experienced across the employee lifecycle.

Based on labour data, hiring observations, and employer practices seen across Ho Chi Minh City, Hanoi, and key industrial hubs, this article explains what inclusive hiring and workplace fairness truly look like in Vietnam in 2026 and how organisations can move from intention to execution.

Why Workplace Fairness Matters More Than Ever in Vietnam

Vietnam’s labour market is undergoing structural change.

According to the General Statistics Office of Vietnam, the country’s labour force exceeded 52 million workers in 2025, with rising participation from Gen Z, women in leadership pipelines, and skilled professionals returning from overseas.

At the same time:

• Over 60% of Vietnamese professionals say fair treatment and transparent management influence their decision to stay with an employer

• Multinational companies are applying global DEI and ESG standards to their Vietnam operations

• Younger workers increasingly assess employers based on values, culture, and people practices, not just salary

In this context, workplace fairness is becoming a competitive advantage rather than a compliance exercise.

What “Workplace Fairness” Means in Vietnam Today

Workplace fairness in Vietnam does not follow a one-size-fits-all definition. Instead, it shows up in several practical areas:

• Equal access to opportunities

• Transparent hiring and promotion decisions

• Consistent performance evaluation

• Respectful management practices

• Clear grievance and feedback channels

Fairness is not about treating everyone identically. It is about ensuring decisions are reasonable, explainable, and consistently applied.

Inclusive Hiring Starts Before the Interview

Many fairness issues begin at the hiring stage.

In Vietnam, common candidate concerns include:

• Unclear job requirements

• Preference for certain age groups or backgrounds

• Limited feedback after interviews

• Inconsistent assessment standards

Inclusive hiring practices in 2026 focus on:

• Clearly defined job scopes and success criteria

• Skills-based evaluation rather than background-based assumptions

• Structured interview questions were applied consistently across candidates

• Diverse interview panels, where possible

Employers who standardise hiring decisions reduce bias and improve quality of hire at the same time.

Fair Performance Management Builds Trust

Performance evaluation remains one of the most sensitive areas for Vietnamese employees.

According to regional HR surveys, lack of clarity around performance reviews is a leading cause of disengagement and attrition in Vietnam.

Fair performance management in 2026 includes:

• Clear KPIs aligned to role scope

• Regular feedback instead of once-a-year appraisals

• Documented evaluation criteria

• Transparent links between performance, bonuses, and progression

When employees understand how they are assessed, even difficult feedback is more likely to be accepted constructively.

Inclusion Goes Beyond Gender and Age

While gender equity remains important, inclusive workplaces in Vietnam today also consider:

• Mid-career and senior workers adapting to new technologies

• Young professionals seeking mentoring rather than command-style leadership

• Employees with caregiving responsibilities

• Cross-cultural teams working with Japanese, Korean, or Western leadership

Fairness means recognising different needs while maintaining consistent standards.

Leadership Behaviour Sets the Tone

In Vietnam’s hierarchical work culture, leadership behaviour has a disproportionate impact on perceived fairness.

Employees often judge fairness based on:

• How managers communicate decisions

• Whether feedback is delivered respectfully

• How mistakes are handled

• Whether policies are applied consistently

Companies investing in people-manager training see stronger engagement and lower turnover, especially in fast-growing teams.

Data Shows Fair Workplaces Perform Better

Studies across Asia-Pacific consistently show that inclusive and fair workplaces achieve:

• Higher employee engagement

• Lower voluntary turnover

• Better employer brand perception

• Stronger productivity outcomes

Vietnamese companies competing for skilled talent, especially in manufacturing, technology, finance, and professional services, cannot afford to overlook this link.

What Companies Can Do in 2026

Practical steps employers in Vietnam can take include:

• Reviewing hiring and promotion criteria for clarity and consistency

• Training managers on unbiased evaluation and communication

• Establishing clear channels for feedback and concerns

• Linking fairness initiatives to business outcomes, not just policies

Small improvements in process and communication often deliver outsized results.

Frequently Asked Questions (FAQ)

1. Is workplace fairness a legal requirement in Vietnam?

Vietnam has labour laws covering non-discrimination and fair treatment, but best-practice fairness goes beyond minimum compliance.

2. Do inclusive hiring practices slow down recruitment?

No. Structured hiring often improves speed and quality by reducing rework and mismatches.

3. How can SMEs implement fairness without large budgets?

Clear job scopes, consistent evaluation, and manager training are low-cost, high-impact steps.

4. Do younger Vietnamese workers care more about fairness?

Yes. Gen Z and younger Millennials place high importance on transparency, respect, and growth opportunities.

5. Can workplace fairness improve retention?

Absolutely. Perceived unfairness is a major driver of voluntary resignations in Vietnam.

✅ Final Author Credit

• By Valerie Ong (Regional Marketing Manager)

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

🔗 Related Articles 

• Vietnam Hiring Outlook 2026: Skills in Demand

• Retention Without Big Budgets: Low-Cost Engagement Ideas for Vietnam Companies

📚 References

• General Statistics Office of Vietnam

• Vietnam Ministry of Labour, Invalids and Social Affairs (MOLISA)

• ILO Vietnam labour and workplace studies

• APAC workforce and engagement surveys

• Reeracoen Vietnam hiring observations and market insights

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