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ATD Blog

Six Important D&I Trends

Thursday, October 6, 2016
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Diversity and inclusion (D&I) has to continue evolving and changing in response to changes in demographics, socioeconomics, and politics. D&I practitioners, talent professionals, and leaders need to stay current on trends that will likely have a pivotal impact on the workplace, and the practice of D&I.

Here are six D&I trends that are becoming increasingly important: 

1. Globalization as the New Normal 

With the search for growth, efficiencies, and new markets, globalization is changing how talent is sourced, developed, and deployed. This means adapting D&I from a Western-centric approach to one that is locally relevant and culturally appropriate for different geographies, while still providing scale and a degree of enterprise-wide identity. Many organizations now have a U.S.-based chief diversity officer (CDO) and a global CDO, who work together to achieve an effective balance of programs, policies, and incentives. 

2. Intersectionality 

Most large organizations have promoted the growth of employee resource groups (ERGs), also known as business resource groups, for underrepresented populations, such as LGBTs, people with disabilities, women, and veterans. Considered sine qua non for exemplary D&I practice (and for winning diversity awards such as DiversityInc Top 50), intersectionality, or recognizing that people are multifaceted, may shift how ERGs are organized and defined. Consider, for example, a gay female veteran. Which ERG would she choose, women's, veterans, or LBTQ? According to a recent piece in the Washington Post, “Why Intersectionality Can’t Wait,” overlapping identities can create "profound invisibility" and need to be acknowledged to promote full inclusion and equity. 

3. Greater Accountability and Transparency 

D&I results are now increasingly being made public to demonstrate progress, both in the European Union, which is increasingly providing data in annual reports to investors, and the United States.

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The tech industry, which was long regarded as lagging behind in D&I efforts, is now publishing diversity statistics. However, it remains to be seen if being open about D&I data will lead to progress over time, not only in tech, but across other industries. 

4. Demonstrating the Connection Between D&I and Innovation 

Recent research from The Conference Board has demonstrated a strong correlation between companies that are more inclusive and those that are more innovative. In addition, the Center for Talent Innovation has made the case that D&I produces far greater innovation and market share. The notion of a virtuous cycle for D&I and innovation, as a complementary pathway to advancement, is also gaining traction. 

5. Religious Diversity Becomes Mainstream 

While the U.S. government legally protects freedom of religion in the workplace, it is an evolving area of law. In many parts of the United States, it’s customary to avoid discussions of religious beliefs at work. However, we are seeing a shift in this arena.

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Religion-based ERG groups, which are focused on a specific faith or interfaith, are starting to appear. Most companies that are moving in this direction emphasize that such groups are open to all, and not exclusionary in any sense. 

6. Chief Diversity Officers Wear Multiple Hats 

Another trend is the change from the title chief diversity officer to one that reflects a more integrated role. Examples include chief diversity and engagement officer, chief of diversity and culture, and head of talent and diversity. This trend may also help to move D&I out of a function that has been siloed and underfunded—or it may result in the loss of D&I focus in such organizations.

Regardless of the rate of change, the goal to promote more inclusive environments will continue to be an enduring principle, but how it is executed may look very different over time.

What trends are you seeing and what influence do you think they will have on D&I today and in the future? Share your thoughts in the Comments section below.

About the Author

Marjorie Derven, a director at HUDSON Research & Consulting, has worked with many leading organizations to design change management strategies and initiatives that integrate organizational effectiveness, DEI, and learning to create solutions that drive meaningful change.

She formerly served as chair for TD Editorial Board and as a Senior Fellow at The Conference Board in the human capital practice. With 20+ years of consulting experience with top-tier companies across multiple industries, her areas of expertise include emotional intelligence, diversity and inclusion, global leadership development, talent management, and organizational research. Marjorie has published dozens of articles and is a frequent presenter at global conferences. For more information, contact [email protected].

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