Diversity or Optical Illusion?

THE HISTORY OF DEI

Although it is easy to look at diversity in the workplace as a fairly recent phenomenon, it is in fact the result of the evolution of political and social changes that have been on the march for over half a century. A summary of these changes can be seen in the following timeline:

A HARD RIGHT TURN

Most political and societal trends tend to follow a pendulistic cycle, and DEI is no exception. A slate of executive orders, legal changes, and strong red political winds, as well as growing anti-DEI sentiment in the U.S., has resulted in the pendulum swinging hard to the right. Whether the arc is complete or will continue its rightward trend remains to be seen.

HOW HAVE BUSINESSES RESPONDED?

Companies Rebranding and Re-evaluating:

While some companies are ending or scaling back DEI programs, many are rebranding or re-evaluating their approaches rather than abandoning DEI efforts entirely. 

Focus on Metrics and Data:

Businesses are looking for DEI justifications and supporting bottom-line data by measuring and refining DEI initiatives, identifying areas where interventions are needed. 

Prioritizing Inclusion and Belonging:

Some companies are shifting their focus from cookie-cutter representation to creating an inclusive and belonging workplace for all employees. 

Increased Emphasis on Neurodiversity and Disability Inclusion:

Finding good talent continues to be a problem for many businesses. The inclusion of neurodiverse and disabled candidates is being recognized as not only the right thing to do but a good strategy when hunting for top talent.

Tailored Local Initiatives:

Global businesses are tailoring their DEI programs to reflect local cultures and context, which also serves to widen the talent pool.

EXPECTED DEI TRENDS FOR 2025

Data Driven Audits

DEI initiatives will be subjected to more scrutiny. The reviews will be data-driven to demonstrate the positive impacts, return on investment, and what worked and didn’t work.

“Soft” Gains

Soft gains, such as prioritizing the creation of a sense of belonging and fostering an environment where everyone feels valued and respected, are expected to increase.

Discrimination and Marginalization (i.e. Intersectionality)

Intersectionality refers to the interconnected nature of various social categories like race, class, gender, and sexual identity, and how these categories combine to create overlapping and interdependent systems of discrimination or disadvantage.

Recognizing that individuals experience discrimination and marginalization through multiple intersecting identities, companies that are serious about creating a fair and just workplace will look to identify these crossroads and find ways to address them.

Inclusive Innovation

The importance of this process cannot be overstated if a company wants to stay ahead of the competition. Incorporating DEI principles into product development, marketing, and other business processes will better position any product or service for success in the marketplace.

Establishing Realistic Goals

Too often, DEI initiatives have been launched without any clear goals other than to put a checkmark in the corporate report. As with any other business practice, developing achievable and measurable goals will not only ensure the success of a business’s efforts but also provide the data needed to fine-tune its program.

How Can ASN Help?

ASN is in a unique position to assist our clients in these efforts. All of our staffing professionals are multilingual and representative of various social, ethical, and educational backgrounds. We are proud of our company history and what we have achieved working with a diverse workforce and client base.

If you would like to discuss your current DEI initiatives, establish internal procedures, or explore how to ensure you are meeting the diverse needs of your workforce, we would love to have that conversation. Just give us a call.