A Year in Review and What Lies Ahead for D&I in 2024
As we gear up for another year of making waves in the world of Diversity and Inclusion (D&I), I wanted to take a moment to reflect on the headline grabbing hits and misses from the world of D&I over the last 12 months, before diving into what I predict to be the top trends for D&I in 2024.
You know me – I'm all about creating real, tangible impact in the realm of D&I. After years of being a D&I consultant, researcher, and educator, I've fine-tuned my approach into what I proudly call the Triple A Framework. This framework is the backbone of my work with clients, the driving force behind my training sessions, and the lens through which I examine the highs and lows of D&I. Before we get into the nitty-gritty of 2023, let's talk about the Triple A Framework. It's all about three key players: Awareness, Action, and Accountability.
Awareness: The first 'A' lays the groundwork for impactful change by fostering an informed and awakened perspective. It's about diving deep into the complexities of D&I issues, from the blatant to the subtle. Let's embrace those uncomfortable truths and challenges that hinder true inclusivity.
Action: With heightened awareness in our arsenal, we move on to the second 'A' – Action. This phase is all about practical steps, tearing down barriers, and fostering a culture of genuine inclusivity. It's not just about talking the talk; it's about walking the walk and making measurable progress.
Accountability: But wait, there's more! The journey doesn't end with action; it peaks with the third 'A' – Accountability. This is where change becomes embedded in our organizational DNA. Accountability transforms D&I from a 'nice-to-have' into a non-negotiable necessity. It's when principles of D&I are woven into policies and laws, making it an intrinsic part of our identity.
Now that we're equipped with the Triple A Framework, let's use it to review some headline stories that shaped the D&I landscape in 2023.
“Do the best you can until you know better. Then when you know better, do better”
Elon Musk's DEI Critique: Is a clear Miss
In the realm of Diversity, Equity, and Inclusion (DEI), 2023 saw prominent figures like Elon Musk challenging the core of DEI initiatives. Musk, the richest person globally, took a vocal stand against DEI efforts, claiming that such initiatives, aimed at fostering safer and fairer workplaces by addressing historical discrimination, were inadvertently fostering a new form of bias.
On Musk's platform X, he boldly declared, "DEI must DIE. The point was to end discrimination, not replace it with different discrimination." This assertion aligns with a broader trend of right-wing criticism against D&I efforts, gaining momentum over the past 12 months. Critics argue that these initiatives, while addressing historical disparities, might disadvantage certain groups, notably white men.
From the lens of the Triple A Framework – an approach rooted in Awareness, Action, and Accountability – Musk's stance appears to dive directly into the Action phase, circumventing the crucial Awareness phase. This reactionary position suggests a response fuelled by fear, where the perception of losing entitlement triggers discomfort.
While Musk's comments reverberated with attention-grabbing language, it's essential to dissect their roots in scarcity and fear. As Elliot Rae aptly notes, "equality feels like oppression when you're privileged." Musk's perspective raises questions about the fear of giving up privileges, even though these D&I efforts may not directly impact his personal opportunities, considering his wealth, privilege, and power.
Obviously comments like Musk's are big D&I misses. It feels like the they are taken the collective conversation back 20-50 years. However, the fact that influential people such as Musk are making noise about this topic, shows that we are making progress, we are encroaching on their space and it's making them feel uncomfortable. Making progress in D&I requires us to restructure our ways of being, restructure how we do business, how we educate, how we build societies - nobody should assume that would be easy. As a leader in this field, I am fully aware of just what a monumental undertaking this is - but I also know we have no choice. It is the right thing to do.
Musk's Action's will have consequences. He can influence policy. And I can only imagine that he believes he's accountable to nobody. He will continue to stay in the Action phase, and I believe he has the power to cause immense harm.
As we bid adieu to 2023, let's set our sights on 2024. It's our year to truly make an impact, to reshape cultures and communities. But remember, real change starts with awareness and dives deep into the challenges rooted in scarcity and fear. Let's engage, discuss, and drive meaningful change in the realm of D&I.
The Spanish National Football Team Saga: A Miss Turns into a Hit
Whether you're a football / soccer fan or not, I’m sure you came across many of the headlines surrounding the Spanish Women's National Football Team. Long-standing issues, such as disputes with the national federation and critiques of the team's culture under enduring managers, have persisted over the years. Calls for change first emerged in 2015, then echoed again in 2022 and 2023, gaining momentum, especially following the team's triumphant World Cup win.
The pivotal moment occurred during the globally televised 2023 World Cup prize ceremony when Luis Rubiales, the head of the national federation, kissed a player on the lips without her consent. This incident prompted 81 players to sign a letter exposing abuse within the federation, coupled with a collective refusal to play until leadership changes were implemented.
This entire episode underscores the formidable challenge of the accountability phase. Regrettably, Rubiales neither acknowledged nor took responsibility for his actions, refraining from resignation or offering an apology. It reflects a deeper issue of ingrained misogyny and sexism within the cultural fabric when inappropriate behaviour goes unaddressed and becomes normalized.
Undoubtedly, the events surrounding the World Cup Final, excluding the outstanding performance of the players, constituted a significant setback for D&I.
However, amid the disappointment, positive developments emerged in the aftermath, contributing to D&I progress, particularly in the realm of accountability:
1. The FIFA Disciplinary Committee imposed a three-year ban on Luis Rubiales from football-related activities. Opinions vary on whether a lifetime ban would be more fitting, and the situation will likely unfold in the coming years.
2. The Spanish Football Federation dismissed Jorge Vilda from his role as head coach, appointing Montse Tomé as his successor. Tomé makes history as the first woman entrusted with leading the women's national team.
3. Following assurances of significant changes, nearly all Spain players concluded their boycott.
4. The Federation took decisive action by relieving its secretary general, Andreu Camps, of duties and terminating the contracts of six to nine senior officials, as suggested by the players.
5. In a move towards inclusivity, both the men's and women's national teams underwent a rebranding and are now collectively referred to as the Spanish National Football Team. This change emphasizes that football is a universal sport, irrespective of the gender of its participants.
Amidst the misses, let's not forget to celebrate the wins! The FIFA Disciplinary Committee took a stand, coaches were replaced, and the Spanish Football Federation announced a bold move towards equality. These wins are a testament to the power of accountability and the impact it can have on fostering positive change.
The future is bright - if we want it to be
Having looked back at some of the D&I hits and misses of 2023, let’s now look to the future. Based on my experience as a D&I researcher, consultant and educator, I predict the following four key trends will shape the narrative of D&I initiatives in 2024. From personalising talent attraction strategies to adapting to the evolving landscape of employee-led learning experiences and delving into the intersection of D&I and Artificial Intelligence, we are on the brink of a paradigm shift.
Trend #1: Talent attraction is about to get personal
Top talent now prioritises non-negotiables like flexible work arrangements. In 2024, expect a shift towards more individualised policies tailored to the employee lifecycle and business performance, enhancing attraction and retention strategies. The shift towards more individualised policies in 2024 will be a game-changer.
Consider a diverse workforce with varying cultural backgrounds, personal circumstances, and life experiences. Flexible work arrangements can be tailored to acknowledge and respect cultural observances, family structures, and individual productivity peaks. For instance, a parent may prioritise flexible hours to accommodate childcare responsibilities, while a team member with specific religious observances may benefit from customised work schedules. Acknowledging neurodiversity, individualised policies could cater to varied work preferences, such as remote work options or personalised workspace adjustments.
Emphasising a one-size-does-not-fit-all approach, companies can highlight their commitment to hiring individuals with unique talents and diverse needs. By showcasing stories of employees who have thrived under personalised policies, the organisation reinforces its dedication to creating an inclusive environment where everyone, irrespective of their background, can contribute their best work. In this way, talent attraction becomes not just a recruitment strategy but a testament to the organisation's commitment to the holistic well-being and success of each team member.
Trend #2: Personalised pipelines
Thanks to Gen Z (and the pandemic!), we’re all taking more stock in what working in a corporate environment means and what we want out of work, especially as we see demands from leadership increase, inflation skyrocket, and compensation stay relatively flat. Something has to give, and this tension translates to a possible lack of passion for moving up the corporate ladder. From a D&I perspective, there is often a squeeze at middle management level, this is often a point where we see organisations leaking diverse talent. Often individuals get promoted into management positions because they are good at their job, not because they have the skills and competencies already in place to be good managers and leaders.
In 2024 it is going to be critical that we meet people where they are and help take them to where they will excel - and trust me this is not a one size fits all exercise. Mentorship and leadership training are critical steps to supporting the development of inclusive leaders. Today you are responsible for building the business you want in the future, so it is time to invest now. Stop trying to push everyone through the same pipeline and then moan that you lack diversity at the top. Adapt, accommodate and then you can excel talent and see your business blossom in 2024.
Trend #3: The future of learning is employee-led
As organisations witness a shift in the landscape, with HR departments becoming leaner and not every organization equipped with a dedicated Learning and Development (L&D) department, the need for employee-led learning experiences has never been more apparent. Recognizing that continuous professional development is essential for all employees, this trend aligns with the awareness phase of the Awareness-Action-Accountability framework.
In this era of evolving workplace dynamics, employee-led learning offers a dynamic solution. The approach involves a combination of off-the-shelf and bespoke training packages that can be rolled out universally while remaining adaptable to specific organizational needs. This empowers employees to take charge of their professional development journey, fostering a culture of continuous learning. Moreover, it supports the awareness phase by providing resources that educate employees about diversity, equity, and inclusion, creating a foundation for actionable steps.
Organisations can implement this trend by providing accessible and diverse learning resources, encouraging self-directed learning paths, and creating platforms for knowledge sharing among employees. By investing in employee-led learning experiences, organisations not only ensure that their workforce remains up to date with industry trends but also contribute to building a workplace culture that values continuous improvement and inclusivity.
Trend #4: D&I and AI
The intersection of Diversity and Inclusion (D&I) and Artificial Intelligence (AI) marks a ground-breaking development in 2024. Companies are now exploring the potential of AI to address and rectify biases in hiring processes, cultivate inclusive work environments, and effectively measure diversity metrics.
AI tools can revolutionize the hiring process by minimizing unconscious biases in candidate selection. These tools are designed to focus on skills, qualifications, and experience, ensuring that hiring decisions are merit-based and free from discriminatory factors. Additionally, AI can play a crucial role in creating inclusive workplaces by identifying patterns and offering insights into areas where diversity and inclusion efforts need improvement.
For example, I use AI as part of my inclusive meetings training. We look at the origin of an idea, energy in the meeting, interruptions, biases and microaggressions. We then use this information to create unique training opportunities for individual teams, so we can help collectively create efficient, effective and equity driven meetings. Being able to collect real time data, helps move us into the accountability phase where impact really does happen.
Continuous professional development in the context of D&I and AI involves training employees on how to use and understand these technologies responsibly. It's not just about incorporating AI into existing practices but also ensuring that employees are aware of the ethical considerations and potential challenges associated with these tools.
As organizations integrate AI into their D&I strategies, they are not only embracing technological advancements but also demonstrating a commitment to leveraging innovation for creating more equitable and inclusive workplaces. This trend signifies a move towards a future where AI becomes a valuable ally in the pursuit of diversity and inclusion goals.
As we bid farewell to the lessons and challenges of 2023, we stand at the threshold of a promising new chapter in Diversity and Inclusion (D&I). The hits and misses of the past year have not only shaped our understanding but have also fueled our commitment to building more inclusive workplaces. Looking ahead to 2024, the landscape is ripe with opportunities to enact positive change.
The trends we've explored, from personalized talent attraction to the fusion of D&I with Artificial Intelligence, signify a shift towards a more equitable future. As we stride into this transformative year, let's embrace the power of collective action.
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