Our 4 Diversity, Equality and Inclusion Predictions for 2024
As the corporate world increasingly recognises the vital importance of Equality, Diversity, and Inclusion (ED&I) training, we find ourselves on the cusp of a transformative era.
This blog delves into our four key predictions for Diversity, Equality, and Inclusion in the upcoming year, shedding light on the trends that will pave the way for a more (or less) inclusive future.
Technology will Help or Break our ED&I Progress
The integration of Artificial Intelligence (AI) into ED&I initiatives will be a pivotal point in 2024.
In 2023, businesses began testing and announcing their use of Artificial intelligence (AI). These happy announcements often led people to feel confused and frustrated, such as Levi’s announcement of using AI models to help their diversity.
For 2024, we anticipate a delicate balance, where technology can both help and challenge ED&I progress. A positive prediction is AI tools and analytics being employed to identify biases in hiring processes, ensuring fair and equitable opportunities for all candidates.
Intersectionality Will Be at the Forefront
In 2024, we expect the understanding of diversity to evolve beyond single-dimensional efforts. We anticipate businesses acknowledging and addressing the unique challenges faced by individuals within marginalised groups with a holistic approach.
Transparency will Give Us Accountability
The demand for transparency on ED&I targets and efforts will grow louder in 2024. Companies will realise that transparency is not just an expectation but a necessity to build and maintain trust with employees, followers and customers. Transparency will inherently add accountability to organisations’ actions – promoting a culture of openness and commitment.
Call Out Culture Will Hit It’s Peak
Aligning with the need for transparency, we foresee 2024 witnessing the peak of call-out culture. Businesses that do not exhibit progress or go against the expectations of their employees and customers may face boycotts and call-outs. However, we caution against the negative implications of cancel culture which can lead people to be too scared to learn about ED&I and ask questions – our advice to businesses is to seek help and address concerns openly, fostering an environment where questions can be asked without fear.
Do you agree with our predictions, and what do you see taking shape in 2024? By embracing and predicting change, organisations can contribute to creating workplaces that celebrate diversity, empower individuals, and drive innovation through inclusive practices.
Together, let’s make 2024 a year of significant progress in the journey toward a more inclusive and equitable future.
