EDI Highlights in 2024
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It’s all about the data
Many global companies continued to double down on EDI initiatives. This year saw increased transparency around diversity data, with major corporations releasing detailed reports on racial and gender representation. A significant trend was the focus on not only hiring diverse talent but also retaining them.
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Workplace Mental Health and Disability Inclusion
The focus on mental health and disability inclusion gained traction. Organisations enhanced their EDI efforts to support employees’ mental well-being alongside physical disabilities. Initiatives like flexible work arrangements, mental health days, and improved access to resources for neurodivergent employees gained prominence. Leading companies are raising standards for accessible workspaces and mental health support.
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The Rise of Intersectionality
Intersectionality—the cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect especially in the experiences of marginalised individuals or groups—became a central framework in many EDI strategies. Businesses that were once primarily focused on one aspect of diversity (typically gender) are now tackling not just multiple facets, but how those multiple facets intersect to form unique experiences of discrimination, ensuring that policies and practices are fully inclusive and equitable. This approach was reflected in hiring practices, leadership development, and policy reforms.
The Challenges of 2024
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Backlash Against EDI Programmes
Across various sectors, EDI initiatives encountered pushback. In some regions, political shifts led to resistance against corporate EDI programmes, which were perceived by some as divisive. The challenge remains in balancing commitments to EDI, and a way forward will be to focus on the ROI – narrowing the talent gap, higher levels of innovation, and indeed, increases in revenue and profitability.
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Diversity Fatigue
As EDI efforts continued to grow in scope and ambition, some employees expressed burnout, particularly from mandatory training sessions or tokenistic initiatives. Companies are now evaluating how to move beyond superficial programmes to create sustainable, meaningful cultural change.
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Underrepresentation in Leadership
Despite gains in entry-level diversity, progress in leadership representation remains sluggish. Companies are increasingly aware that achieving equity requires an intentional focus on senior leadership positions and pipelines for marginalised groups. Mentoring, sponsorship, and removing biases in the promotion process are becoming top priorities.
