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Diversity News
Hrexecutive
1w
98
Corporate DEI: What to expect in 2025 with the new Trump administration
- Walmart, Boeing, Ford and Lowe’s are among the companies that have eliminated or scaled back their diversity, equity and inclusion initiatives in the face of pressure from anti-DEI activists.
- President-elect Trump returning to the White House soon, challenges to corporate DEI efforts are expected to continue rising in 2025, according to trend-watching experts.
- Chief diversity officers expect increased pushback on their organizations’ DEI plans and strategies from external anti-DEI activists in the New Year, according to an i4cp report.
- However, 57% of chief diversity officers report their DEI budgets will not change in 2025 and 29% expect their DEI budgets to increase.
- Experts also predict that roles and communications efforts will shift for DEI professionals in 2025.
- Angeles Martinez Valenciano, CEO of the Texas Diversity Council, said DEI leaders will be shifting from diversity advocates to DEI business strategists and leaders should connect diversity, inclusion and equity efforts to data that impacts the business.
- In addition, AI will play a growing and crucial role in DEI in 2025, both experts say. Valenciano expects HR leaders to rely on AI-assisted tools to gather data that will illuminate the impact of their DEI initiatives.
- As more organizations dismantle DEI initiatives, some HR leaders likely will see remaining diversity programs shift into their departments, experts predict.
- Despite challenges in the US, a growing number of organizations in other countries are launching DEI initiatives for the first time.
- Some researchers believe that the absence of corporate DEI teams and efforts could bring swift backlash within some organizations—potentially leading to toxic cultures and tarnished brands.
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HRM Asia
1w
273
Bridging generations, transforming workplaces: The HR imperative for 2025
- Employees redefining their relationship with work, seeking greater alignment with purpose and flexibility, HR leaders are tasked with uniting these diverse perspectives under a shared vision. The future of work: Hybrid or remote? HR professionals are central to finding a balance that works for both employees and the business. As we approach 2025, one transformative trend shaping the HR landscape is targeted talent attraction through the lens of prioritising inclusivity and providing equal opportunities at the workplace. The integration of the three A’s—analytics, automation, and AI—is transforming HR into a more data-driven and efficient function. The growing participation of women in the finance and investment industry continues to be a transformative trend influencing the workforce in 2025.
- Linking employees across generations to a shared purpose is crucial to foster commitment and unity. However, with each generation holding unique priorities, linking employees to a unified purpose can be challenging.
- Organizations will be grappling with workplace arrangements, debating whether to return to the office, stay remote, or embrace hybrid models. HR leaders must ensure that all employees have equal access to training, career development, and opportunities. Addressing gaps in information, balancing flexibility with productivity, and overcoming traditional attitudes about work require thoughtful approaches.
- Targeted talent attraction through the lens of prioritising inclusivity and providing equal opportunities is one transformative trend shaping the HR landscape in 2025.
- The integration of analytics, automation, and AI is transforming HR into a more data-driven and efficient function that can respond to the evolving needs of a global and regional workforce.
- Employee well-being must be equally prioritised for a people-centric approach. A culture of care, coupled with a genuine commitment to inclusion, drives innovation and resilience in the workforce of tomorrow.
- HR leaders are empowering women in finance by cultivating a more inclusive workplace that provides fair opportunities for women to advance their careers, beyond internal initiatives.
- HR must recognize that the future of HR lies at the intersection of people and technology to ensure organizations remain agile, resilient, and aligned to corporate goals.
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HRM Asia
2w
68
Building a diverse and inclusive future starts from the top
- DE&I remains essential for growth, and organisations that overlook its importance risk damaging their brand reputation, losing talent, and underperforming in the market.
- Only 22% of organisations say their DE&I efforts are contributing to their business success “to a large extent” today.
- Leadership teams must integrate DE&I into the organisation’s overall business strategy, setting clear expectations for leadership and establishing metrics to track progress.
- Leaders should also build structures that facilitate learning and collaboration, fostering a culture of collaboration and trust by prioritising people in the DE&I strategies.
- Global organisations must adopt a more customised approach to talent management, driving both global and local success.
- To close the gender gap, C-suite leaders can facilitate this commitment by implementing mentorship and training programmes to help women leaders advance in their careers.
- Implementing DE&I initiatives not only creates a great workplace culture but also impacts business outcomes.
- True inclusion goes beyond compliance; it involves making DE&I a part of everyday business practices.
- Organisations should encourage flexible work arrangements that accommodate diverse needs, including family commitments.
- By creating inclusive environments, aligning global DE&I strategies with local practices, and engaging at the board level, organisations can ensure that they are preparing for tomorrow’s challenges and opportunities.
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Dev
2w
271
Image Credit: Dev
Diversity and Inclusion: Using Staff Augmentation for Workforce Equity
- Diversity and inclusion are crucial for businesses, but achieving representation can be challenging.
- Staff augmentation can play a transformative role in promoting diversity and inclusion.
- It expands talent pools and brings professionals from diverse backgrounds.
- Staff augmentation reduces unconscious bias and allows flexibility to experiment with temporary hires.
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Pv-Magazine
2w
304
Image Credit: Pv-Magazine
From policy to practice: aligning governments, industry, professional networks to champion DEI
- The renewable energy industry should embrace equity, diversity, and inclusion (DEI) to foster a thriving energy transition.
- Governments and industry associations play a crucial role in setting standards and policies for DEI.
- Women in Solar Europe (WiSEu) network creates environments of belonging and support for individuals.
- Prioritizing DEI can unleash creativity and help meet clean energy goals while fostering job growth.
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HRKatha
2w
1.1k
Image Credit: HRKatha
78% respondents disclosed their disability to an HR person at work: Deloitte Report
- According to a Deloitte report called Disability Inclusion @ Work 2024: A Global Outlook, 78% of respondents disclosed their disability to an HR person at work.
- The report reveals that people with disabilities are more likely to disclose to HR or their direct supervisor rather than their team or other colleagues outside their team.
- The HR departments play a crucial role in creating an inclusive workplace and should prioritize accessibility and establish a good rapport with people with disabilities.
- The survey, conducted across 20 countries, also highlights the importance of HR in supporting career advancement and creating mentorship programs for employees with disabilities.
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HRM Asia
2w
174
HR 2025: The human touch in the digital age
- HR leaders are playing a critical role in aligning organisational goals with the needs of their workforce, amidst a rapidly changing world.
- In 2025, HR leaders are expected to drive strategies that blend technology with a human-centric approach, ensuring organisations thrive while maintaining the essential human touch.
- Hybrid work models will continue to evolve as employees demand greater flexibility. Organisations will need to balance in-person collaboration with the benefits of remote work.
- AI will continue to bring opportunities and disruption for HR functions, bringing efficiency, improved employee experience and sophisticated data analytics - while at the same time preserving the human touch.
- Shadow AI - unauthorized employee use of AI tools in the workplace - is becoming increasingly prevalent. HR has a decision to make: push back, or find a way to embrace its use and bring it into the light.
- Fostering a culture of inclusion and equity will be crucial in change management and communication as organisations navigate a connected and diverse workforce in Asia-Pacific.
- Employee resource groups (ERGs) will play a bigger role in driving culture, business, and innovation. Women re-entering the workforce and persons with disabilities will be included in the focus on diversity and inclusion.
- Holistic wellbeing, open communication, and diversity and inclusion will continue to be paramount in creating a sustainable workforce. These principles will remain crucial for building a thriving and sustainable workforce.
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Dezeen
2w
327
Image Credit: Dezeen
Lego releases toy figures with sunflower lanyards to represent hidden disabilities
- Lego has released its first minifigures with Hidden Disabilities Sunflower lanyards.
- The lanyards indicate non-visible conditions like autism or dementia.
- Lego collaborated with the UK-based Hidden Disabilities Sunflower initiative.
- The aim is to raise awareness and create conversation around hidden disabilities.
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HRKatha
3w
310
Image Credit: HRKatha
Walmart will not consider race or gender in hiring any more
- Walmart has decided to stop implementing diversity, equity, and inclusion policies in its hiring process.
- The retailer will no longer consider race or gender when choosing suppliers or hiring people.
- They will also stop funding their racial equity training center and reconsider supporting LGBTQ+ events.
- Other organizations in the US have also reorganized their teams to eliminate diversity initiatives.
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Blackenterprise
3w
13
Image Credit: Blackenterprise
Caving In To Conservative Pressure, Walmart Ditches DEI Initiatives
- Walmart is abandoning its diversity, equity, and inclusion (DEI) initiatives due to conservative pressure.
- The company will not renew its racial equity center and will no longer participate in the Human Rights Campaign's benchmark index.
- Activist Robby Starbuck highlighted Walmart's wokeness in a recent conversation with the company.
- Other brands like Ford and Lowe's have also halted diversity initiatives under conservative pressures.
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HRKatha
4w
363
Image Credit: HRKatha
How CEAT Tyres is working towards 25% gender diversity by 2025
- CEAT Tyres, a part of the RPG Group, is striving to achieve 25% gender diversity by 2025.
- The initiative focuses on empowering women to lead and succeed in unconventional roles.
- CEAT has launched programs like Women Mentoring and Women Accelerator to bridge gaps and empower women.
- Inclusive policies and practical measures are implemented to create a supportive and diverse workplace.
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Immersivelearning
4w
40
VR Inclusive Workplace Training: Boost Diversity
- Virtual reality (VR) is becoming a key tool for diversity and inclusion (D&I) training. Big names like Bank of America, Walmart, and Google are using VR to train their employees. This has led to fewer discrimination cases and a 15% boost in keeping employees.
- Key Takeaways- VR-based diversity and inclusion training boosts employee engagement and retention by up to 15%. Immersive VR experiences increase empathetic responses by 50% compared to traditional methods. VR training better prepares employees to have difficult conversations about diversity and inclusion. Simulation-based learning in VR enhances problem-solving abilities and confidence in handling high-pressure situations.
- In recent years, diversity and inclusion (D&I) training has changed a lot. This is thanks to virtual reality (VR) technology. A 2021 study by PwC showed that 84% of employees felt more engaged with VR training than usual methods. VR makes learning more immersive, helping people understand and empathize better.
- Companies are using VR to improve their D&I efforts. They want to make their workplaces more inclusive. VR lets employees see things from different perspectives, helping them understand others better.
- VR is a great way for companies to try new D&I training. It lets people see real-life scenarios and deal with biases. This tool can really help make workplaces more fair and welcoming.
- Virtual reality (VR) is a powerful tool for building empathy. A 2018 study by Stanford University found that VR experiences increased empathy by 50% compared to watching movies.VR charity “Project Rehumanize” leads in using VR simulations for societal understanding. Their experiences raise compassion levels by 40%. This helps us understand and connect with others better.
- Companies that focus on cultural awareness do 80% better than their competitors. VR training programs offer a safe space for exploring new ideas. This reduces fear of change and encourages open talks, solving conflicts better.
- VR simulations in diversity and inclusion training can change society and workplaces. They help build empathy, leading to a more compassionate and connected world.
- Today’s corporate world is changing fast. Companies are now using VR training to improve their employee programs. Studies show that 73% of workers feel more confident after VR role-playing. VR makes learning fun and real. It helps workers think critically and solve problems. By facing real-life scenarios, employees learn to handle tough situations well.
- By using VR training, companies can make their workplaces more inclusive. VR-based DEI training offers personalized learning paths. It fits the needs of workers from all ages and backgrounds. VR makes it easy to coach many employees at once. This is great for companies worldwide. It lets them focus on different age groups, improving everyone’s skills.
- Immersive learning technologies, like virtual reality (VR), are powerful tools for tackling diversity, equity, and inclusion (DEI) challenges. They help organizations deal with unconscious bias and microaggressions. They also promote empathy and cultural understanding among employees.
- Virtual reality is changing how we train in the workplace. It makes learning more fun and real than old methods. This new way helps people understand and connect better, breaking down cultural and bias barriers. Using VR, companies can build a more welcoming work place. This is key for a future where everyone feels valued. It’s a step towards making diversity and inclusion core values in the workplace.
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Dev
1M
309
Image Credit: Dev
A Story of Developers, Data, and Diversity
- Opening State of JS 2024 survey, feross was criticized for not adding women video creators to the list of survey options. Strangely enough, the list was taken from the results of the previous year's survey where there was no list provided. This in turn highlighted the previous survey’s lack of gender diversity, with responses being disproportionately male. Digging deeper into the data, feross found that neither men nor women noted any women content creators to the top 10 options, thus confirming no relation between survey respondent’s gender and the gender of creators they follow. Nonetheless, taking negative feedback into account, feross replaced the preselection list with a freeform text field.
- The controversy regarding the State of JS 2024 survey options lacked female content creators, but it arose from a lack of gender diversity in previous surveys.
- A lack of diversity in the survey negatively impacts its credibility and can discourage diversity further in the community.
- Feross explained that even after taking the feedback and diving deeper into the data, he understood that having people raise the issue proved problematic.
- Supporting diversity and inclusivity on an ethical level may be a straightforward choice, but it can be challenging to turn it into real-world action.
- Feedback can reveal people's first impression, even if it seems uninformed to the domain expert.
- Participation by women could address issues in surveys, and feross hopes to take on that challenge.
- After the criticism, feross replaced the preselection list with a freeform text field to help gain a better gender-diverse response to content creator questions.
- The situation regarding gender diversity in the State of JS 2024 survey highlights that diversity is complex, and criticism should never be discounted.
- Raising awareness and taking real action towards inclusion and diversity is essential in the community.
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Medium
1M
149
Image Credit: Medium
Rethinking Performance Reviews: A Call for Inclusivity in Corporate Culture
- The article emphasizes the need to reimagine performance management systems to foster inclusivity and individual growth.
- Traditional performance reviews often fail to account for human diversity and create unfair evaluations.
- Recommendations include adopting a strength-based approach, creating safe spaces for open dialogue, focusing on individual strengths, and redefining managerial success.
- Incorporating mental well-being and prioritizing inclusive policies are essential for fostering a thriving workforce.
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Hrexecutive
1M
272
3 U.S. Army principles that can improve your HR policies and practices
- The military implements several fundamental principles and core values to ensure fit leadership and team building, which can be applied in the corporate world to craft effective HR policies and programs.
- HR leaders can learn how to establish and implement benefits plans, recognition and reward, and training programs from the most valuable lessons espoused by the Army.
- The Army's principle on supporting families recommends that company leaders establish benefits plans that positively impact not just employees but their whole families. HR executives should address benefits gaps from a diversity, equity, and inclusion perspective to create a culture of acceptance, fairness, and belonging.
- Emulating the Army's practice of rewarding top achievers for measurable results and significant impact through recognition programs helps establish strong rewards and recognizes programs in the corporate world. It fosters healthy competition and motivates people to do their best while inspiring others to achieve more.
- The Army's Career Skills Program (CSP) offers returning soldiers the opportunity to develop new skills that suit their interests, find internships and full-time employment while still enlisted. Career training can continue among employees even after troop duty ends. HR leaders must provide their people continuous development opportunities and meet training preferences depending on employees' ages, experience, skill sets, and interests.
- HR leaders must look beyond basic training to continually grow their employees and groom them for success in every position. Thus, managing talent through human capital planning, succession planning, and high potential programs can ensure the top talent's preparation to take on new, challenging roles.
- HR policies and practices can create a culture and identity for an organization. Adopting Army principles that aim to care for employees and their families, rewards excellence, and support continuing career development opportunities can help HR professionals retain talent and compete effectively.
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