9 Big, Bold DEI Trends for 2024
At the end of every year, we at IBIS reflect on what we've learned in order to optimize our work. The year 2023 has been more tumultuous for DEI practitioners than expected... and taught us all so much, especially about the power of persistence among leadership.
Throughout the year, my team and I have seen leaders and companies approach DEI (Diversity, Equity and Inclusion) in many different ways.
We have seen leaders navigate the DEI space while experiencing economic difficulties, layoffs, and emotional exhaustion.
Some continue to “check-the-box,” some have embraced a cycle of starts and stops, and some, despite everything, have recognized both the internal and external value of DEI work and continued the work wholeheartedly.
While it was a tumultuous year, I am excited about what we are seeing as trends and emerging practices in this space. As DEI continues to receive pushback, we at IBIS are forging ahead with a bigger, bolder and more exciting approach to this work.
Here are 9 key trends on the rise in DEI:
1. Meaningful Engagement
If there is one lesson I’ve learned from doing this work for over two decades, it is that the goal is not to further divide people and create an us vs. them mentality. No one (not even my kids!) likes being shamed and blamed or talked at in a condescending or preachy way. Effective DEI work will focus on engaging people in inclusive dialogue, calling them in and giving them the tools to be effective in increasingly diverse and global workplaces.
2. What's in a Name?
We welcome everyone to this work. Choices around labeling it can sometimes allow for less resistance. Our approach is that DEI should appeal to a broad audience. We're always working on how we refine our communication to address all learners. DEI work will continue to have an impact as people label DEI work under different terms: Belonging, Engagement, Empowerment, Cooperation, Employee Experience, Culturally Agile Leadership, etc.
3. Creative Integration
Many companies will continue incorporating and embedding DEI throughout the structures and systems of their companies. By employing equitable performance management tactics and introducing mentorship with a DEI focus, we’ve seen how DEI has been integrated in different areas of a company. These companies may have paused DEI workshops, but they continue to offer learning opportunities on Inclusive Hiring, Equitable Performance Management, Addressing Bias in Talent Management.
4. Brand Management
While many companies and leaders understand the correlation (if not causation) between DEI and attracting talent, engaging employees and productivity, leaders are looking to make a direct connection within the marketplace and ultimately profitability. By asking questions about the market and attempting to appeal to a more diverse customer segmentation, companies are now understanding that DEI work will continue to be positioned as a tool in marketing and external growth.
5. Courageous Conversations
As a collective society we are always dealing with a crisis and stressful current events. Be it wars, antisemitism, Islamophobia, transphobia, racism etc., leaders and managers are looking for new tools to discuss difficult topics related to current events. They want to know what to say and how to say it, but more than that, they want to be able to foster psychologically safe environments within their company. This visible excitement, curiosity, and drive sets a foundation for long-lasting change and learning.
6. Outside the Box
In this same vein, we’ve seen DEI practitioners attempt to meet the need for new modalities by stepping outside the box. At IBIS we have utilized creative and unique ways such as stand-up comedy and storytelling in our DEI work. The integration of unique modalities, such as humor and comedy, results in overall more thoughtful discussion where people can engage with their guard down.
7. Cultural Depth
We continue to see an uptick in clients asking us to do the work outside of the U.S. with a global, cultural and regional lens. Around the world we witnessed discussions pertinent to a specific region, reminding us that our work must be tailored to each client and their respective regional nuances. For example, in India, we observed many conversations regarding casteism; in Japan, how to address gender inequality; and, in Europe, the ongoing immigration and refugee crisis. It is important to customize each conversation to engage people in a way that covers their relevant challenges and opportunities.
8. Navigating DEI-Related Legal Risk
We've seen increased concern about DEI-related legal issues this year. In a long-expected decision in June, the Supreme Court curtailed race-conscious university admissions. Since then, DEI opponents have mounted a number of strategic legal challenges to equity-based initiatives like venture capital financing for minority-owned businesses, scholarship programs, and recruitment. "Even though these challenges often fail, they send a scary message, which often gets weighed too heavily in calculating DEI-related legal risk," says Bonnie Levine, an attorney specializing in global DEI compliance.
9. DEI, Meet AI
Lastly, we recognize that DEI needs to adapt to the digital world and keep up with AI. I am excited to announce that IBIS will be launching the first-of-its-kind, digital, global platform that provides over 200 digital assets on assessments, benchmarking, metrics, customized learner journeys, training assets, videos, access to global DEI practitioners and much more. Click here to get a sneak peek.
