DEI 2024 Wrapped: What will 2025 look like?

As we close out 2024, it’s time to reflect on the trends shaping this year’s DEI efforts and look ahead to 2025. The past year was marked by challenges and breakthroughs, but one thing is clear: DEI remains a critical driver of innovation, belonging, and success in the workplace.

2024: Trends That Defined the Year in DEI

1?? Data-Driven DEI

Organizations are increasingly turning to metrics to evaluate the effectiveness of DEI initiatives. From hiring pipelines to employee engagement surveys, data provides actionable insights, driving transparency and accountability.

2??Intersectionality at the Forefront

There was a growing recognition of how overlapping identities—race, gender, age, sexual orientation, disability, and more—shape the employee experience. This shift emphasized nuanced approaches to DEI programming.

3?? Employee Resource Groups (ERGs) as Strategic Assets

ERGs evolved from community spaces to strategic allies, helping organizations improve policies, drive innovation, and shape inclusive cultures.

4??The Rise of Inclusive Leadership

Leadership training prioritized inclusivity as a core competency. Leaders were tasked with fostering environments where all employees felt seen, heard, and valued.

5?? Remote Work & Global DEI

Hybrid and remote work models required leaders to rethink inclusion. Organizations embraced global perspectives, ensuring DEI initiatives resonated across borders and cultures.

6??The Importance of Belonging

While the language of belonging is not new, there was more of a focus on creating the conditions that make everyone feel a sense of belonging. This focus helps build unity across differences in support of the organization’s overall mission.?

2025: What’s Next for DEI?

As we move into 2025, here are key trends and focus areas to keep DEI at the forefront of workplace culture:

?? Equity in AI and Technology

The integration of AI in hiring, training, and workplace operations will require a sharp focus on ethical practices to prevent bias and ensure equity.

?? Mental Health and DEI

Expect to see a stronger connection between DEI and mental health initiatives. Organizations will need to create psychologically safe workplaces that address the unique challenges of marginalized communities.

?? From Representation to Retention

Representation is just the starting point. Retaining diverse talent through mentorship, sponsorship, and growth opportunities will take center stage.

?? Cultural Intelligence Training

Cultural intelligence will become essential in increasingly globalized workplaces. Leaders and teams will need to develop skills for navigating cross-cultural interactions.

?? Sustainability Meets DEI

The nexus of environmental sustainability and social equity is driving conversations about inclusive sustainability practices in the workplace and beyond. At the same time, it is also experiencing resistance and challenges in certain circles.?

Keeping DEI Front and Center in 2025

Vernā’s recent post on the 4 I’s of Inclusion is a good refresher on how to push DEI forward in 2025.

Here are some other ideas how organizations can keep moving ahead:

??Stay Committed: Even amid external political and cultural pressures, legal challenges or economic shifts, consistent investment in DEI is non-negotiable for long-term team effectiveness and organizational success. Institutions invest considerable resources in reaching out, identifying and hiring talent. Creating diverse, inclusive and equitable workplaces helps to ensure the ROI on that investment.

?? Engage Leadership: Inclusive leadership will remain key. Ensure leaders are trained, accountable, and aligned with organizational DEI goals and ensure that the leaders they manage are also managing according to DEI principles. Supporting middle management can significantly affect the day to day experience of your employees.

??Listen & Learn: Keep the feedback loop open with all employees. It is important that DEI continue to give voice to groups that have been underrepresented and undervalued and the work should invite conversation with and participation of all employees.

?? Collaborate: Partner with external DEI experts, community organizations, and other companies to amplify impact and share best practices. Consulting with others outside of your own company, build on your success, help you to get unstuck and bolster courageous innovation. Especially with the backlash against DEI, we need community to strengthen our resolve.

Looking Forward Together

As we gear up for 2025, I encourage all of us to reflect on our DEI journeys—both as individuals and within our organizations. What progress have we made, and where can we improve? Together, we can shape workplaces that are not only inclusive but transformative.

Let’s keep the momentum going. Share your thoughts and experiences in the comments, and let’s inspire one another to continue this vital work.

Happy Holidays and a wonderful beginning of the New Year!

Written by your TVMC team: Jennifer Simpson, MBA , Mykah (FKA Tracy/Tres) Myers , Vernā Myers .