Issue 9: 10 in 10 Global employers continue to face an evolving myriad of complex laws impacting how they manage their human capital. The increased regulatory focus on human capital (including diversity and inclusion) is prompting reflection from global employers on what they are doing to manage diversity and inclusion compliance – including across the Asia Pacific region. While diversity and inclusion compliance will be tailored and specific to each jurisdiction where an employer operates, there are some general commonalities across worker gender, religion and disability hiring and management requirements (to name a few) that employers should be mindful of. To illustrate, a number of jurisdictions in the Asia Pacific region impose quota requirements on employers regarding the hiring of disabled workers. For example, in Cambodia, an employer with more than 100 employees must hire a disabled worker at the rate of 1% of the total workforce (similar quota related requirements also apply to employers in Thailand, Indonesia and Korea). Further, while there are exceptions to the quota requirement (for example, in Cambodia, Thailand and Korea employers may be eligible to make contributions to a specific fund in lieu of the requirement to hire disabled workers), employers need to carefully assess whether they can rely on such an exemption.