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| 2 minutes read

DEI Predictions for the year ahead!

We're almost at the end of February (how did that happen?), but I still thought it timely to provide an overview of what I'm seeing as the major trends for DEI for 2024.  This is a culmination of desk research and discussions that we've been having with clients and partner organisations.

  1. Navigating DEI backlash - there are geo political and economic pressures that are impacting how organisations are moving forward with their DEI strategies.  Over the last 12 to 18 months in particular we have seen reduced investment in DEI programmes and higher turnover in senior diversity roles.  These external pressures will continue to evolve, especially as we experience elections in the US and UK this year.
  2. AI and DEI - how AI and technology can enable DEI remains topical.  Businesses are rightly hesitant around perpetuating exiting bias through the deployment of AI, but it is refreshing to see that technology development and deployment is progressing to mitigate bias.
  3. Age Inclusion - an “unretirement wave” is at the top of LinkedIn's big ideas for 2024.  It is clear that businesses are prioritising this as they experience the shortage of skills combined with older workers wanting to remain in the workforce past retirement.
  4. Belonging - this is core to our DEI strategy at AMS and this is reflected externally with Forbes rating it as a top 2024 workforce strategy.
  5. Religious inclusion - ongoing conflict in the Middle East has been a catalyst for businesses to extend their DEI efforts to include religious inclusion.  It's fair to say that this is one area of DEI that has not had the focus that it probably has deserved over the last few years
  6. Diversity data collection and interpretation - it feels that good progress has been made on data collection in recent years, with many organisations increasing the amount of data being collected.  Increasingly businesses are now able to draw insights and are using these to drive their future plans, with a focus on uncovering barriers for under-represented groups across core people processes
  7. Skills-based hiring / Reskilling - skills-based hiring models create opportunities for underrepresented groups who may have had limited opportunity to gain industry experience. Several enterprise clients are in early stages of reducing their reliance on education and certifications as entry criteria, piloting in particular roles/ BUs. AMS's Talent Lab proposition is positioned well  for DEI, driving social value in assessing for potential and reskilling

I could add more, but these are the stand-out ones for me.  Whilst there are many internal and external challenges for DEI Leaders to contend with this year, I remain confident in the opportunities available for us all to push for further equity and inclusion for all.


diversity equity inclusion