Synopsis of 2024 DEI Trends

I thought I would start 2024 with a review of this year’s Diversity, Equity, and Inclusion (DEI) trends. After doing all this work to curate the content, why not share it with others who have similar interests? So, here is a summary of ten recent articles, including studies, and other resources on the topic.

9 Trends That Will Shape Work In 2024 and Beyond

This hbr.org article, by Emily Rose McRae, Peter Aykens, Kaelyn Lowmaster, and Jonah Shepp, features nine trends identified by Gartner that will shape work in the next year, including a shifting legal and societal landscape for DEI initiatives.

In 2023, organizations continued to face significant challenges, from inflation to geopolitical turmoil to controversy over DEI and return-to-work policies and 2024 promises more disruption.? McRae, Aykens, Lowmaster, and Shepp

In one trend, organizations are embracing skills-based hiring to attract qualified talent without limiting themselves. This allows them to hire from a much broader talent pool that includes internally developed talent as well as workers Skilled Through Alternative Routes (STARS) which includes veterans, underrepresented talent, and other skilled workers without college degrees.

In another trend, DEI is predicted to become more embedded in the way we work. This new model will see a shift to a shared way of working as DEI values are fully integrated into business objectives, daily operations, and culture.

The 2024 Outlook for DEI

Julie Kratz, contributor to the Forbes newsletter, says there are some silver linings for 2024. In 2030, U.S. workforce will be a majority non-white and with labor shortages continuing, and the need to engage women, LGBTQ+ and those with disabilities will be amplified. Check out her 10 ideas to consider.? Her favorite:

A consistent and steady drip of DEI content creates more sustainable impact. The big one-and-done events are great, yet often, people leave not knowing how to take real action.

2024 DEI Trends to Be Marked by Data Analysis

In this edition of HRdive.com news, Paul Rebenstein, executive at people analytics company VISIER GROUP , says there are three technology related DEI trends this year:

• DEI accountability becomes more concrete
• Company-wide data access nudges progress along
• HR starts delegating DEI responsibilities

Diversity isn’t a trendy topic for people to come in and out of based on external pressures. It’s got to be intrinsically motivated,” he said, adding that the goal of DEI work is not to have ‘a good workplace.’ Diversity is important because it is good for talent, because it is intrinsically motivated, because it is a moral thing to treat everybody fairly.

What Will Shape DEI Trends in 2024?

Human Resource Executive, Dawn Kawamoto, HRdive editor, writes that the increasing number of Gen Z in the workforce will be one of the influencing factors of DEI this year given their expectations for strong DEI commitments from employers. Experts, Anika Rahman (CEO of the National Diversity Council) and Katy George, chief people officer at McKinsey and Co., add that Corporate DEI will be impacted by an increased focus on ESG, continuing shifts to hybrid and remote work, as well as a rise in skills-based hiring and HR budget constraints.

Many companies say that as result of using a skill-based approach it opens the talent pool dramatically with a much more diverse slate of candidates. - Katy George

Watch this video in the article to gain insights on Anika’s and Katy’s thoughts on 2024 DEI trends.

Key Workplace Trends of 2024 Affecting Talent Development

In this td.org blog by John Hackstone, DEI strategies is identified as one key workplace trend affecting talent development.? He says:

Attention to diversity, equity, and inclusion will ramp up in 2024, with a greater emphasis on the importance of inclusion in employee retention, rather than only being concerned with the recruitment of a diverse workforce talent development.

All aspects of diversity, like sexual orientation, disability and neurodivergence as well as race and gender will get more attention this year. The impact will be continuous training and development on diversity, equity, and inclusion with a spotlight on developing an inclusive culture.

In 2024, HR Could Be Asked to Modernize Hiring, Reinvent DEI

In another issue of hrdive, written by contributor Laurel Kalser, an HR panel discussion hosted by the Florida Bar highlighted four trends related to DEI to address in 2024:

• Keep proximity bias out of WFH and RTO
• Modernize hiring
• Reinvent DEIB

Marty Bryson, President of the HR Florida State council says that remote work has given rise to a new focus: “proximity bias.” This occurs when managers give preferential treatment to those in their immediate vicinity. For example, remote workers could be excluded from high-profile projects and relationships. This could also affect their chances to qualify for promotion and other career and networking opportunities. She recommends that successful managers need to create opportunities for everyone.

Another trend is the shift from talent acquisition to talent access, driven by labor shortage and the demand for new skills. Jill Davis, senior corporate counsel, legal affairs at Orlando Health, says that more updated approaches involve hiring and training employees for a specific position who may be a good fit but lack the required education or skills. This can be a boost to DEI.

Bryson says:

Diversity isn’t just based on protected classes; it’s about focusing on what each of us can bring to the table. DEIB programs are shifting to supporting acceptance of uniqueness and focusing on commonalities for a sense of belonging.

Davis says it may be necessary for employers to take a broader view and reinvent DEIB by integrating it into the company’s foundation.

Diversity, Equity, and Inclusion Lighthouses - 2024

This insight report from the World Economic Forum provides an overview of the latest trends and emerging best practices in fostering diversity, equity, and inclusion (DEI) in organizations worldwide. It highlights the importance of DEI both from a values and economic perspective and highlights “Lighthouse” initiatives that are leading the way as impactful DEI practices.

The seven lighthouses include:

• Banco Pichincha – closing the financing gap between men and women in Equator by changing internal policies, designing products and services specific for women, and issuing gender bonds for women entrepreneurs.
• Heineken – increasing representation of women in sales through efforts put towards attraction, retention, and development of women in the function as well as the facilitation of an inclusive workplace.
• HKEX – advancing gender diversity in boards of issuers listed on HKEX by banning single-gender boards and regulating minimum board gender diversity requirements of issuers and listing applicants.
• INGKA – achieving a 50/50 gender balance and pay equity across all their business.
• McKinsey & Company - A reboarding programme to ensure that all colleagues (men and women) are well supported from leaves greater than 12 weeks by providing them with structural support and resources to ensure successful re-entry and, by doing so, reducing attrition gaps between them and the rest of the firm.
• PepsiCo – Promoting LGBTQI+ inclusion and awareness by launching a global self-ID campaign, leveraging technological tools and trainings that incentivize self-ID across the entire business.
• Salesforce - Increasing sense of belonging among underrepresented groups by connecting employees with internal coaches and thought partners for confidential discussions, which help overcome systemic barriers affecting their experience, career, or sense of belonging. This programme also uses anonymized feedback from these discussions to identify insights that can drive systemic changes, with the goal of improving organizational culture and fostering a stronger sense of belonging.

DEI Trends 2024:? What’s Ahead?

This article written by Jessica Mousseau from Diversity Resources identifies four key DEI trends to watch in 2024:

• Using Generative AI for Inclusive Hiring
• Embracing Hybrid Work Schedules
• Prioritizing Mental Health Support
• Evaluating Hiring and Retention through DEI

AI tools are becoming more sophisticated in identifying and eliminating biased language in job descriptions and website content, creating more inclusive hiring. Offering flexible work options can make your organization more attractive to a diverse pool of new hires. More organizations are focusing on mental health and wellness, understanding that work-life balance is necessary for a healthy, inclusive workplace. Studies show that DEI-focused leadership is critical to attracting top talent.

5 New Workplace Trends You Must Know Heading Into 2024

From Fast Company, Ursula Mead the CEO of InHerSight, the world’s largest reviews platform for women, addresses five new DEI and workplace stats for 2024:

• Companies shift away from support – just one in four women report an increase in commitment or investment in DEI in the past six months. Another 22% say they felt a decline in their employer’s support for them personally.
• Well-being washing – just one in three women feel their employer is delivering on their well-being promises and/or benefits.
• Remote work priority – 83% of women who began working remotely during the pandemic want to continue working remotely. Another 69% want to work full-time remote, while 20% are interested in a combination of remote and in-person work.
• Pay is a high-priority – salary satisfaction is one of the top three workplace “must haves” for women job seekers.
• Dissatisfaction with addressing racial equity – In the years since the Black Lives Matter movement, employees have become increasingly dissatisfied with their employer’s efforts to support racial diversity. They want inclusive hiring, unbiased career advancement, and open conversations about race.

Advancing DEI In 2024:? Strategies for Leaders and Changemakers

This article by Forbes contributor Aparna Rae, focuses on DEI strategies to advance DEI.? She says:

As we stand on the cusp of 2024, a pivotal year teeming with transformative potential, it's imperative for leaders to revisit and revamp their approach to Diversity, Equity, and Inclusion (DEI).

She offers a roadmap with three actional strategies, research, and expert insights to help leaders and changemakers lead the charge. These strategies include:

• ?Evaluate the effectiveness of current efforts
• Tailored investments over generic trainings
• Clear stance on social issues

In evaluating the effectiveness of current offers, she references the study on Fixing the Flawed Approach to Diversity, by Boston Consulting Group.? This study shows that most company leaders underestimate the challenges faced by diverse employees. The study also includes actions to get back to basics, proven effective measures, and initiatives that various diversity group members cite as effective.

She quotes Jeffrery To, a researcher in experimental psychology, on the topic of generic trainings:

While trainings, at best, can help raise awareness of inequality, they should not take precedence over more meaningful courses of action, such as policy changes that are more time intensive and costly but provide lasting changes.

In terms of a clear stance on social issues, she says articulating a well-defined and sincere position on matters of social and political importance can significantly enhance employee trust and loyalty.

Summary

After reviewing the above resources, this is my top ten list of DEI trends and relevant strategies:

• Evaluate the effectiveness of current efforts
• Nudge progress with company-wide data access
• Embed DEI in the way we work
• (HR) Delegate DEI responsibilities
• Develop an inclusive culture
• Adopt a clear stance on social issues
• Use generative AI for inclusive hiring
• Implement skills-based hiring
• Focus on talent access vs. acquisition
• Keep proximity bias out of WFH and RTO

What’s on your list? Please share one or two in the comments section below.

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