What will DEI look like in 2024?

In four years, we’ve seen a shift in how companies approach diversity, equity, and inclusion in the workplace. Between May 2020 and October 2022, companies pledged $340 billion to fight racial injustice. This sparked an increase in DEI program development, inclusive recruiting initiatives, and public displays of solidarity. (Remember the black squares on Instagram?)?

Fast forward to 2023 where we saw increased resistance to DEI – the end of affirmative action , fewer DEI job postings , more DEI program cuts , and increased anti-DEI legislation in higher education.?

As a result, companies are unsure of how to commit to DEI without facing backlash. DEI leaders are frustrated and burned out due to the emotional burden of having to prove the value of DEI, even though numbers show this work benefits all areas of a business.?

• A majority of U.S. workers say DEI-related policies and resources have had a positive impact at their workplace, according to the Pew Research Center .?
• Companies’ DEI strategies also have a measurable positive impact on agility, recruitment, retention, customer engagement, and company reputation, according to a study by TechTarget’s Enterprise Strategy Group .

With increasing resistance, it’s natural for everyone to wonder, what will DEI look like in the future? At this time, it's important to emphasize that DEI is not dead, but may be reformed.?

Based on data and conversations the Perfeqta team has had with company leaders, here’s what organizations will focus on in 2024 to rebuild DEI momentum and create equitable workplaces.?

Companies will make DEI an integral part of their culture rather than an isolated initiative

As the workforce becomes more diverse, companies will have to be more strategic about how they accommodate employees’ needs. That means DEI will be integrated into the culture to prioritize employees’ well-being inside and outside the workplace. We’ll see this happen through inclusive programs and employee benefits such as:?

• Caregiver leave
• Parental leave for all workers, including LGBTQ+ parents
• Childcare support
• Period leave
• Fertility benefits
• Floating holidays?
• Volunteer time off policies?
• Health and wellness programs
• Mental health support?
• Transportation assistance for employees with mobility challenges?
• Unlimited PTO,? PTO purchase programs, or PTO conversions

When employees feel supported and connected to a company’s culture, they are more likely to be engaged and recommend their company as a great place to work. They’re also less likely to burn out and less likely to search for other job opportunities, according to a Gallup report .

Companies will prioritize DEI training and education?

In response to the resistance to DEI initiatives, there will be more emphasis on education and training. Companies committed to prioritizing DEI will ensure that all employees understand the meaning of DEI, why the company is implementing certain programs and initiatives, and their roles as allies.?

DEI will also be integrated into development programs for managers. As people from different countries and backgrounds join remote teams, people leaders will need more training on inclusive language, effective communication, and managing diverse groups of employees around the globe.?

Since senior leaders are the torchbearers of learning and development, inclusive leadership training will also be a bigger focus area for companies. This training provides a heightened awareness of unconscious bias, power structures, and systemic barriers in the workplace. As a result, leaders can establish regular feedback loops with employees, be more involved in DEI initiatives, and build a culture of trust.

Companies will implement more data-tracking measures to drive accountability

To see a clear return on investment for DEI initiatives, companies must set and track measurable goals and hold team members accountable for their commitments. This year, we’ll see a greater focus on data tracking and analysis.?

A Syndio report shows that 85 percent of organizations say they can do a better job at measuring workplace equity. This means the majority of companies need structured systems for tracking key DEI metrics throughout the employee lifecycle, which include but are not limited to:

• Pay equity data
• Demographic data for current employees and candidate selection committees
• Promotion and advancement rates
• Retention rates by demographic groups
• Training and development participation

This data-driven approach ensures greater accountability and transparency from company leaders.?

Invest in your company's future and learn how to embed DEI into your culture

The future of DEI may seem unpredictable, but there are clear strategies leaders can use to create a work culture where employees feel valued and supported. Take a look at Perfeqta ’s resources for more information.

??Download our Inclusive Leadership Guide and learn how company executives can lead with empathy, practice allyship, and make decisions rooted in equity.

??Take our free DEI quiz and get immediate insights on how to evolve DEI at your organization.

??? Watch our on-demand webinars for insights on how to start building your 2024 DEI strategic plan.