9 Helpful DEI Trends to Watch as an HR Pro

Gem Siocon
Latest posts by Gem Siocon (see all)

The DEI landscape continuously changes. HR professionals must keep updated with the latest diversity, equity, and inclusion developments to ensure initiatives remain relevant and influential. With that said, here are 5 DEI trends to watch out for.

Business person touching screen (DEI trends blog)

1. Remote and hybrid work setup 

The pandemic and constant technological upgrades have made remote and hybrid work arrangements more prevalent today (and in the future). This means 100% offsite (for remote workers) or a combination of home and in-office working (hybrid). 

According to Forbes Statistics Remote Work Statistics And Trends 2023, 12.7% of full-time employees work from home, while 28.2% work a hybrid model. 16% of companies operate fully remote; by 2025, an estimated 32.6 million Americans will work remotely. 

Working from home can be better for people with disabilities because regular offices might not have the tools they need. At home, they can use their own equipment like screen readers, big screens, special keyboards, and dictation software to do their work well. Remote work is also good for new parents and those taking care of others. So, it saves time and money, which can be used to care for children or older family members.

Employers also benefit from remote work arrangements through increased productivity and retention. 35% of remote employees feel more productive when working fully remotely, while 57% of workers would look for a new job if their current company didn’t allow remote work. 

Tips to arrange remote and hybrid work: 

  • Let employees pick if they want to work at the office, from home, or a mix of both. If they work from home, give them money to set up a home office. Also, for those doing a mix, let them decide which days they work from home and which days they come to the office. So, for example, 2 days at the office and 3 at home. For those at the office, offer perks like free lunches or comfy spaces to relax during a busy day.
  • Look at the outcomes. Instead of counting the days or hours someone works, check how well they get things done. So, look at the quality of their work and what they deliver that helps the company. This way, you don’t assume that people working from home are not doing much, while those in the office are seen as more productive.
  • Make a communication policy for the company that includes all the different ways people work to avoid confusion that can mess up work. So, in your policy, talk about how you will communicate, like having daily talks between those working from home and those in the office. Also, mention keeping records of communication and using both real-time and other communication tools. Create a plan that shows how things work. For this, include the rules and tools for meetings with a mix of remote and in-office team members. Also, be sure to include when meeting face-to-face or having one-on-one talks. 
  • Host fun events for all employees regularly. This helps everyone feel connected, whether they work in the office or from home. And also it makes the company culture stronger.

2. Measuring DEI 

It’s not enough to just plan and implement your DEI strategies based on DEI trends. Most importantly, you must measure them to know their effectiveness. 

Corey Williams, founder of Sair Collective, a DEI consulting firm, saw the continuous trend for measuring DEI: 

“A strong focus on metrics. DEIB is about facts, not feelings. When environments are inclusive, engagement and performance improve. More and more, our clients (especially those focused on retention) are recognizing inclusion and belonging mean the engagement of ALL employees. And they are measuring progress.”

And, Archie Payne, president of Caltek Staffing, a manufacturing, IT, and engineering recruitment agency, is seeing an increase in data-driven DEI and will continue to see growth in this area: 

“Today, companies are realizing that DEI is not something that will just appear on its own. Building an inclusive culture requires strategy and effort on the part of companies if they want these initiatives to produce results. Employers are also realizing that job seekers who care about diversity are fed up with companies that give it “lip service” and want to see real results and lived examples of that diversity in action. Having a data-driven strategy is one way to verify and demonstrate the efficacy of DEI initiatives, and this ability to provide proof of their commitment is another reason I think we’re seeing increased adoption and attention focused on data-driven strategies.”

A Workday study shows that only 20% of companies check how Diversity, Equity, and Inclusion (DEI) affects their business and how much it’s valued. So, to see if your efforts are really making a difference, look at the DEI data and compare it to your company’s mission and goals. 

Tips to measure DEI Trends: 

  • Harness analytics from your HR activities and platforms to know your current DEI status:
    1. Recruitment: How many diverse candidates are hired? 
    2. Promotion: Is there diversity at every hierarchical level, from entry-level to leadership roles? 
    3. Compensation and benefits: Do men and women of the same rank or job title receive equal pay and benefits? 
    4. Retention: Are there too many diverse employees leaving the company? Are they leaving voluntarily or involuntarily? 
  • Do surveys with your employees to understand how they feel. Ask about things like their ethnicity, age, and gender. Also, get their thoughts on the Diversity, Equity, and Inclusion (DEI) plans to figure out what’s going well and what needs improvement.
  • Use what employees say and the data you collect to figure out what’s going well and what needs to get better. Then, make changes based on this information. 
  • Make sure to tell the bosses and important people about the progress and results of Diversity, Equity, and Inclusion (DEI) efforts. This also helps get their approval and support.

3. Using technology to promote DEI Trends

The number of  HR tech tools that support DEI and DEI trends is growing. 

In Redthread research, more than 100 solutions are in the market, and approximately, the DEI tech industry is worth more than $100m. These tools focus on finding good people to hire, helping employees grow, keeping them happy, and looking at the data. So, they give ideas or change how things are done to help the organization be more inclusive. 

Keca Ward, HR Director of Infinite Blue, an enterprise software company, noted how technology acts as a DEI catalyst: 

“Technology continues to play a pivotal role in advancing DEI initiatives. I have been involved in implementing AI-driven tools that help mitigate unconscious bias in hiring processes, leading to more diverse and equitable talent acquisition. The positive impact on organizational culture and employee engagement has been truly inspiring, signaling a promising trend for the future.”

Tips for using DEI tech tools: 

  • Make sure you know what your organization wants to achieve with DEI trends. So, pick tools that match these goals. Choose software that can also be changed to fit your organization’s needs and way of doing things. Making things personal can make people more interested and connected.
  • Involve employees from underrepresented backgrounds to test and provide feedback on the tools’ usability and accessibility.
  • Provide training and resources to employees on how to use the tech tools effectively for DEI purposes. 
  • Regularly review and audit algorithms used in tech tools to prevent them from perpetuating biases. Correct any discrimination that is identified and ensure your website is just as inclusive as your workspace so customers and employees alike can access vital information effortlessly and feel valued, fostering a culture of trust and engagement with powerful accessibility solutions.
  • Create metrics to measure how tech tools affect your DEI plans. And keep checking to see if they’re making a difference and working well. In addition, change and make them better if needed, using feedback and information.

4. The importance of mental health 

Mental health is crucial to diversity, equity, and inclusion (DEI). 

According to the World Health Organization, poor working environments – including discrimination and inequality – pose a risk to mental health. And employees from underrepresented groups are the usual victims of workplace discrimination and bullying. 

So, because of this, HR professionals should create an environment where everyone feels safe talking about their mental health. When people have good mental health, they can do their best work because they feel respected and listened to. And this makes them happy with their job.

Tips to support employees’ mental health: 

  • Give the option for flexible work hours and days off for mental health. This helps employees balance work and life better and have more control over their schedule.
  • Include mental health services in your employee benefits, like check-ups, counseling, and therapies. 
  • Make rules at work that say no to discrimination and bullying. These rules should explain what counts as bullying or discrimination, how to tell someone about it, and what can happen if someone does it. 

5. Multi-generational workforce 

Having people from different generations working together is something to think about when considering DEI trends. Even though there are a lot of millennials and Gen Z workers, there are still many Boomers working too.

Boomers are staying in the workforce longer because they’re living longer, healthcare costs are going up, they get Social Security benefits later, and sometimes their finances aren’t very stable. So, it’s common for companies to have staff from different generations like Boomers, millennials, and Gen Z all working together. 

Diversity across generations has specific challenges like differences in: 

  1. Communication style: Older workers often like talking in person, while younger ones find it easier to use emails and instant messaging.
  2. Work ethic: Younger people often want a good balance between work and personal life. While older folks still care a lot about job security and working hard.
  3. Resistance to change: Some older workers might not want to use new technologies or do things differently. They might see it as not needed or causing problems. On the other hand, younger workers might be more okay with changes. This can lead to disagreements about using new methods and tools. 

Plus, generational stereotypes can still emerge, leading to age-related biases that affect hiring, promotion, and decision-making processes. 

Tips to manage a multi-generational workforce: 

  • Encourage cross-generational teams to leverage the strengths and experiences of each generation.  It will foster open communication and collaboration among employees of all ages. 
  • Implement mentorship and reverse-mentoring programs to enable knowledge transfer. 
  • Provide company-wide training on generational diversity and unconscious biases to address age-related biases. 
  • Develop inclusive company policies and employee benefits that accommodate the diverse needs of different age groups.

6. DEI embeds in how organizations work

According to Gartner, organizations will shift from the current practice of DEI trends as a standalone strategy or initiative to embedding it throughout the organization. HBR said this approach positions diversity, equity, and inclusion as  “what” they do, but “how” they achieve high performance, fully integrating DEI trends and values into business objectives, daily operations, and culture.

Tips on how to effectively integrate DEI into everyday business practices:

  • Start with the leadership team. Train business leaders to practice inclusive leadership behaviors, such as fostering psychological safety, valuing diverse perspectives, and encouraging open dialogue. DEI must be part of the management’s top priorities and be held accountable for its progress in the organization. 
  • Integrate DEI trends in recruitment and talent acquisition. Write bias-free job descriptions to attract applicants from diverse backgrounds. Use blind recruitment tools and structured interviews to remove hiring prejudices that exclude applicants from underrepresented groups.
  • Promote DEI in performance management. Train managers to use objective criteria when evaluating employees’ work. Ensure career promotions are available to everyone and decisions are transparent and merit-based. Create L and D programs supporting career development for underrepresented employees.
  • Cultivate an inclusive environment. Encourage open communication and feedback. Offer training on unconscious bias, microaggressions, and cultural competency. Support ERGs representing various identity groups within the organization and provide them with resources to help them in their roles. 
  • Implement DEI trends in business operations. Establish supplier diversity initiatives that prioritize working with vendors from underrepresented groups. Develop products and services that cater to the needs of a broad and diverse customer base. Conduct pay audits to identify and address disparities in compensation across different demographic groups. 

7. AI’s Impact on DEI and DEI Trends

Seramount’s survey highlights a growing concern about AI’s potential negative impact on diversity, equity, and inclusion. Top executives at leading global companies recognize that current AI biases could create a future where certain groups are unfairly disadvantaged. For example, Millennial and Gen Z employees feel more apprehensive about AI’s potential impact on their careers than those in older generations. This is important because biased AI can perpetuate existing inequalities, and unequal access can disadvantage underrepresented groups.

Tips to address AI’s impact on DEI

  • Conduct regular AI audits to identify biases and address them. Ensure AI development teams are diverse to represent various perspectives. Establish clear and ethical guidelines for AI development and use, focusing on fairness and transparency. 
  • Educate staff on AI, its potential benefits and risks, and how to identify biases. Ensure all employees, including those with disabilities, have equal access to AI tools and resources.
  • Set metrics to track and measure AI’s impact on DEI initiatives. Monitor DEI metrics such as employee representation and hiring and promotion rates. Track AI algorithm biases like error rates and fairness metrics 
  • Seek input from employees on AI-related decisions and encourage them to report incidents of AI biases for correction. 

8. Neurodiversity and disability inclusion in the workplace 

Neurodiversity at work continues to evolve. 

According to the HR Best Practices Survey, while only 22% currently have specific practices or policies regarding Neurodiversity, 72% expect the importance of Neurodiversity in people’s practices to increase by 2026. The Pew Research Center findings indicated that half of workers say it’s extremely or very important to them to work somewhere that is accessible for people with physical disabilities

Neurodivergent advocacy within companies continues to strengthen. Ed Thompson reported on the rise of the Neurodiversity Enterprise Resource Group, or “ERG,” with some firms now boasting hundreds of members. 

Tips on how HR and organizations can implement neurodiversity and disability inclusion in the workplace:

  • Make your workplace accessible to neurodivergent workers by creating ramps, wide doorways, accessible restrooms, and adjustable desks. Use software and platforms that comply with accessibility standards (e.g., WCAG 2.1) and offer features like screen readers, text-to-speech, and keyboard navigation. Offer communication materials in accessible formats, such as large print, Braille, or digital versions compatible with screen readers. Provide tools such as screen readers, speech-to-text software, noise-canceling headphones, ergonomic equipment, or alternative communication devices to support employees with various disabilities or neurodiverse conditions.
  • Ensure company policies are inclusive for disabled and neurodiverse employees. Establish anti-discrimination policies. Update your leave policies to accommodate staff with disabilities, such as medical leave, mental health days, or disability-specific accommodations. 
  • Implement inclusive training and awareness programs to foster understanding and empathy. These programs should cover supporting neurodiverse and disabled colleagues, recognizing unconscious bias, and creating inclusive team environments.
  • Foster an inclusive workplace culture. Normalize conversations about neurodiversity and disabilities to reduce stigma. Establish ERGs focused on neurodiverse and disability inclusion. Recognize the contributions of neurodiverse and disabled employees during company events. 

9. Supplier Diversity 

Forward-thinking organizations are now evaluating their impact on businesses and communities through the broader lens of “business diversity.”  According to Rich Weismann, public and private companies often have robust supplier diversity and DEI programs in place to promote fairness, representation, and ethical and equitable business practices within their supply chains. The focus on supplier diversity expanded beyond racial and ethnic minorities to include women-owned, veteran-owned, LGBTQ+-owned, and disability-owned businesses. Thus, reflecting a broader commitment to diversity, equity, and inclusion in procurement. 

Supplier diversity is typically not part of HR, but it closely aligns with broader organizational diversity, equity, and inclusion (DEI) initiatives, which HR often leads.

Tips on how HR can support supplier diversity in their organizations: 

  • Collaborate with your procurement department to ensure diversity effort extends to the company’s external partners. They can work together to set supplier diversity goals to align with the organization’s broader DEI objectives. Supplier diversity might be included in ERGs or company-wide reporting. 
  • Offer training about the importance of supplier diversity so employees can understand the value of supporting diverse suppliers and demonstrate the company’s commitment to diversity. Tailor DEI training specifically for procurement teams, focusing on identifying and mitigating bias in supplier selection, understanding the value of diverse suppliers, and how procurement can contribute to overall DEI goals.
  • Partner with DEI leadership. DEI leaders in bigger organizations can support supplier diversity efforts by providing strategic guidance

The Connection Between DEI Trends and Company Culture

In recent years, many companies have realized the importance of DEI (Diversity, Equity, and Inclusion) in shaping a positive company culture. So, DEI is not just a trend but a critical aspect of fostering an environment where everyone feels valued. This focus on DEI helps employees from different backgrounds feel that they belong, promoting positive change in the workplace.

The Importance of Inclusion Efforts

One of the biggest DEI trends today is the focus on creating truly inclusive workplaces, which means going beyond the bare minimum. Therefore, inclusion efforts like employee resource groups (ERGs) give employees a voice and ensure that the needs of diverse teams are met. These groups also help employees feel seen and heard, especially those from marginalized groups or who identify with specific aspects of diversity, such as gender identity and sexual orientation. Such inclusion trends foster an environment that respects individuality and supports all employees’ growth.

How Leadership Shapes a Diverse Workforce

Leadership plays a crucial role in creating an inclusive culture. As such, when company leaders, including chief diversity officers and senior leaders, make a concerted effort toward DEI, they set the tone for the entire organization. So, this focus on inclusion becomes a part of the company’s identity and attracts diverse talent, making it a preferred choice for potential employees. Therefore, DEI efforts from leaders show that they are committed to breaking the status quo, providing equal opportunities, and driving real change.

Employee Experience and Business Success Through DEI Trends

Creating a culture where DEI trends are front and center also directly impacts the employee experience. Diverse teams bring a variety of skill sets, and this diversity often leads to new ideas and perspectives, which are essential in today’s world economy. Studies also show that a diverse workforce contributes to business success, as companies with strong DEI practices tend to outperform those without them. So, employees want to work in environments where their contributions matter and where the concept of diversity is celebrated as a strength rather than tolerated as a checkbox.

Actionable Ways to Support DEI Trends and Company Culture

Implementing effective DEI strategies is an ongoing process. Flexible work arrangements, family leave policies, and equitable opportunities are all ways companies show their commitment to an inclusive culture. Recent changes, like a focus on pay equity and family leave policies, have shown employees that their employers value them. However, DEI training, focus groups, and employee-led groups are among the best ways to promote inclusive behaviors and get honest feedback from employees.

In the coming year, DEI will continue to play a vital role in company culture. The connection between DEI and a positive workplace is clear. So, by prioritizing DEI, companies build an inclusive culture that attracts top talent, supports new hires, and encourages everyone to contribute to meaningful change.

Why I wrote this: 

DEI trends come and go. So, knowing the latest changes in diversity and inclusion could help you adjust your strategies to make the most significant impact in the workplace. 

Ongig prides itself on supporting diversity by helping rHR pros write inclusive job descriptions. Book a demo to learn more. 

Shout-Outs: 

  1. Remote Work Statistics And Trends In 2023 – Forbes Advisor 
  2. Global report for belonging and diversity – Workday
  3. Mental health at work – World Health Organization
  4. Diversity & Inclusion Technology: The Rise of a Transformative Market – Redthread Research & Mercer 

by in Diversity and Inclusion