As we move through December, we can no longer deny the inevitable—2024 is coming to an end. The year has gone by in a blink of an eye, and the time for end-of-year reflections is upon us: whether it’s the songs that topped our playlists, the goals we met and those we are working towards, and the relationships we’ve cultivated. 

Interests and trends within the diversity, equity, and inclusion (DEI) space have been top of mind for many of us as well. Much like a highlight reel of our personal interests, this blog is here to spotlight DEI trends that have shaped your goals, workplace, and efforts to make your organization a better—and more inclusive—space overall. 

As always, these are more than just trends; DEI efforts showcase the progress made and possibilities ahead for creating a better future for everyone. 

With that, let’s unwrap the most exciting developments for DEI in 2024! 🎉🎉 

Today, we’re reflecting on:

• Practicing DEI Remotely

• Psychological Safety

• Neurodiversity as an Integral Part of DEI

• Inclusivity in Leadership Spaces

• Employee-Led DEI Initiatives

• Observance Day Training

• The Power of Allyship

• Recognizing and Preventing Unconscious Bias

• Empowering Indigenous Voices

• DEI Essentials

1. Practicing DEI Remotely

Organizations have adopted remote and hybrid work modules at an increased rate. Deloitte’s Global Remote Work Survey reported that over half their respondents allowed employees to work with a hybrid schedule, whereas another 27% allowed employees to work fully remotely. 

Anytime there is a big change in how organizations operate, procedure and policy changes are certain to follow. This means looking at how these integral changes in remote work shift the balance between employees and promoting DEI initiatives. 

More interesting is how we observe remote work’s relationships with DEI. While working in an office allows for diverse day-to-day experiences, when employees are given the ability to work from home they can attend to other crucial parts of their life, from caring for a loved one to working more accessibly. 

Either way, remote work is here to stay and we continue to adapt with it. 

2. Psychological Safety

Psychological safety refers to creating a safe environment where team members are able to express themselves, share ideas, and take risks without fear of judgement or retribution. As we continue to expand the definition and purpose of DEI, psychological safety training has become a crucial component of training initiatives. But what are the objectives of psychological safety training? 

• Ensuring every employee feels heard and valued. 

• Addressing power dynamics that may hinder open expression of ideas or points of interest rather than sweeping them under the rug. 

• Developing strategies that assist employees and leaders to navigate difficult conversations safely and constructively. 

Improving psychological safety for employees has become foundational in DEI efforts, and applies to marginalized and non-marginalized individuals by building trust and encouraging authenticity. 

3. Neurodiversity as an Integral Part of DEI

While neurodiversity and psychological safety have some overlap, training focused on the former is specifically designed to support and educate employees about neurological differences. This could include, but is not limited to: dyspraxia, dyslexia, autism, ADHD, and anything in between, with a specific focus on the interaction of mental health and work. 

With an estimated one in five U.S. adults living with mental illness disorders ranging in severity and treatment, it is understandable that it can affect an employee’s work. In response, engaging employees and specifically leadership and executive teams in neurodiversity training is a great way to educate and build awareness amongst staff.

Additionally, neurodiversity training allows us to: 

➡️ Challenge stereotypes and reduce stigma. 

➡️ Provide actionable strategies to create accommodations. 

➡️ Develop empathy amongst staff who may not have much experience with neurodiversity. 

4. Inclusivity in Leadership Spaces

Providing inclusive leadership is not just a favor for employees, nor is it just a buzzword that you hear and ignore. Rather, inclusive leadership refers to the commitment leaders and executives take to change behaviors, policies, and procedures and create a space for employees to feel valued, respected, and empowered. 

Leaders are the backbone of any workplace. They set the standards of communication and collaboration that every employee follows, conscious or not. Where a leader is open, respectful, and engaged, employees are sure to follow—which makes inclusive leadership a powerful tool in the DEI playbook. 

Inclusive leaders work to be: 

☑️ Authentic

☑️ Disruptive

☑️ Lifelong Learners

☑️ Accountable

5. Employee-Led DEI Initiatives

Employee resource groups, also known as ERGs, are employee-led groups within organizations that provide support, awareness, and career development. They offer insight and advice through the lens of a specific demographic’s experience, and reflect DEI initiatives and practices through their network of support. 

ERGs are a growing trend amongst organizations, serving as an excellent way to advocate and assist employees from marginalized backgrounds and communities in an accessible way. 

6. Observance Day Training

The phrase observance day describes any holiday, event, or commemoration that we generally don’t take time off for. They are often focused around a cause or theme, and can vary greatly in their purpose, from a day of remembrance to an acknowledgement of a particular event or people. 

Observance days often center around educating non-marginalized individuals about the experiences of others. And, despite the name, observances are not limited to just a day: Black History Month, Pride Month, and Hispanic Heritage Month all fall under the umbrella of observances as well. 

To get you started, check out our Observance Day calendar here!

7. The Power of Allyship

Imagine being at work and you see an individual being discriminated against. Whether it is for their race, their ability, or even their age, you know instinctively that they require support. The role of an ally is not just to be that bystander and provide sympathetic glances, but to actively advocate against situations that are discriminatory in nature.

Thankfully, allyship can be taught. This is important because it requires conscious, intentional actions and efforts. It means adopting safe language, consistently striving to understand the unique challenges and experiences of others, and practicing your abilities and powers as a non-marginalized individual to challenge systems and report discriminatory practices. 

To make long-lasting change, we must stand together as people, and allyship paves the road to do so. 

8. Recognizing and Preventing Unconscious Bias

In the past year, unconscious bias (also known as implicit bias) has become an integral part of DEI training and consulting for organizations. Why? Well, unconscious bias is built into us all, whether we recognize it or not. Our environment, our upbringing, and even our economic status can create bias towards other, often marginalized, groups of people. 

Practicing self-awareness and recognizing these biases however, is quite a terrifying experience. No one wants to feel like they are doing harm, and unmasking unconscious bias requires you to confront past actions and hold yourself accountable for them while pledging to do better. In that way, it can be an incredibly difficult and long-term process to build awareness of biases and break them down over time.

That’s why expert consultants and trainers are here to assist. Proponents of DEI and unconscious bias training are able to navigate these difficult waters by providing a safe space for individuals to reflect on their faults, biases, and actions without judgement. They provide a critical lens through which we can observe our behaviors and change them for the better, especially when it comes to our treatment of coworkers. 

9. Empowering Indigenous Voices

The more integrated DEI becomes in our world, the more we must expand and critically think about its definitions. 

However, despite that, Indigenous and First Nations people are often overlooked, or lumped together with other equity-deserving groups, and therefore are treated the same without historical considerations. In 2024, there has been a significant increase in initiatives (grants, consultants, programming, and more) aimed at amplifying the voices of Indigenous people across societal sectors. 

These developments reflect the growing recognition of the importance of Indigenous inclusion in DEI frameworks. More critically, it emphasizes the importance of the unique challenges within Indigenous communities, especially in relation to the workplace. By integrating Indigenous perspectives and providing first-voice training, organizations and institutions are taking meaningful steps towards addressing inequities and promoting inclusion within the perspective of Indigenous voices. 

10. DEI Essentials

Last, but certainly not least, organizations are always exploring the essentials of DEI. For workplaces beginning their DEI journey, it is important to focus on the fundamentals of what diversity, equity, and inclusion mean on a professional level specific to their work. 

Fundamentals of DEI can cover a wide range of topics, including those mentioned in our list above, as well as other topics such as microaggressions, interview bias, anti-harassment, and cultural competence. Even if they haven’t established a formal DEI strategy or policy, understanding essentials provides a strong foundation to build an inclusive workplace culture. For example, recognizing and addressing microaggressions builds healthier team dynamics, while avoiding interview bias can help create equitable hiring processes. 

Starting with the essentials builds a sustainable foundation for future DEI initiatives. It means organizations may grow incrementally, and this gives room for continuous learning and adapting policies and procedures mindfully. 

Building a Roadmap for 2025

As we say goodbye to 2024, it is clear that DEI is more than a fleeting trend. Regardless of the workplace, building equity helps your employees thrive. Looking ahead, organizations have the opportunity to build on this momentum by committing to growing, learning, and creating actionable strategies to improve the overall wellbeing of their people. By integrating DEI into the fabric of their operation, businesses cultivate a culture of inclusion and empowerment. 

Though the DEI journey isn’t always easy, the rewards—better collaboration, innovation, and creativity amongst them—are well worth the effort.