Top 5 trends within DEIB in 2022


We are pretty sure we can all agree on the fact that the pandemic has disrupted the global workforce quite a bit. It might have slowed down the economic growth in some companies, but we also see a growing economy in others. We are also hearing that many companies are shifting their focus and diversity, equity, inclusion, and belonging is back in the spotlight more than ever in 2022. And we couldn’t be happier about that. If you’re looking to kick off the new year by prioritising DEIB, check out these five trends for 2022.



1. An expanding and developing remote workforce

The pandemic has provided opportunities for organisations to innovate and develop new ways of working together. And we all know now that remote and hybrid work is here to stay. According to research done by Steelcase, conducted in 10 countries and with over 32.000 participants, 54% expect to work from home at least once a week and 72% of the employees asked expected a hybrid working model in 2022. Many have had to adapt to new remote working environments.

Employees all around the world have been through a lot the past two years, and as a result we see more and more people re-evaluating how they want their career to look like in the future.


From a DEI perspective, businesses will need to take an equitable approach to this new way of working:


  • What does hybrid mean in our organisation?

  • What have we learned from the pandemic and how have we worked? What should we continue doing? Stop doing?

  • What is the combination that will work best for our employees as well as for the business?

  • Can everyone in your team or organisation work from home? For employees with on site duties, are there tasks that can be performed from home during some days of the week?

  • Will everyone have the same access to the workspace, time, and technology that they need to perform their job in the best way?


Remote work is also a great opportunity for promoting diversity in the workplace as it allows hiring managers to expand their search outside of their immediate geographic location for a wider pool of talent. We also see that more and more employees require a flexible and hybrid model when choosing their next job.



2. Inclusive Communication training and foster belonging

We are seeing an increase in organisations wanting to train their leaders and employees to communicate in a more inclusive way that fosters belonging. Skilling up to take a more inclusive approach both internally and externally is a key element to successfully integrating DEIB in your organisation.



3. The importance of Inclusive Leaders and Change Management

Recent Deloitte research found that leaders are making up to a 70% difference to whether an individual feels included, and inclusivity as a leadership trait is about to be more important than ever as we move towards a hybrid working model. To be an inclusive hybrid leader you need to have some core characteristics in place such as a strong emotional intelligence, relational courage and empathy.

We are also hearing that a lot of organisations are struggling with getting employees and leaders on board with all the changes the pandemic has resulted in and the future of the workplace will entail. Training your leaders in both inclusive leadership and change management should therefore be a top priority for 2022.


4. Neurodiversity will be more present in DEIB

As employers continue to prioritise DEIB in 2022, they’ll need to broaden the types of diversity they include, track and measure in their practices. One of the least-tracked diversity metrics is neurodiversity. Neurodiversity is the variations in how the human brain operates such as people on the autism spectrum, with dyspraxia (DCD) or with attention deficit hyperactivity disorder (ADHD). Incorporating neurodiversity in your DEIB practices is crucial both for your organisational culture and for your customers. It is not enough to make sure your offices have a wheelchair access; you also need to consider the online accessibility of your business. Are you preventing some groups of customers from buying products by not having accessible services online?



5. Artificial intelligence in the hiring process

The war on talent has become even more prevalent in 2021 and will continue in 2022. The need for an efficient hiring process is needed more than ever.

HR professionals, recruiters and hiring managers will need to find ways to build highly efficient hiring processes that fosters diversity and inclusion and is freer from bias than before. Technology solutions are being developed faster than ever and enables companies to recruit their talent in a more inclusive and efficient way. According to one study, 47% of organisations have begun implementing technology that reduces unconscious bias during the recruitment and hiring process, and another 33% plan to do so in the nearest future.

It is nevertheless important to be aware of the inclusivity aspect in your AI-tools since we know that unfortunately a lot of the AI in recruitment suffers from being biased by default. When incorporating AI in your hiring process make sure you combine it with interaction from hiring managers or HR professionals that are trained in unconscious bias.



If you’re looking for support with any of the above trends and topics we offer a range of solutions to assist with your 2022 DEI efforts. Please don’t hesitate to contact us to learn more!





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References:


https://www.whaii.com/blog/diversity-equity-and-inclusion-trends-for-2022-what-is-there-to-know/

https://dallasinnovates.com/8-trends-kanarys-ceo-mandy-price-sees-for-diversity-equity-and-inclusion-in-2022/

https://ideal.com/diversity-equity-inclusion-trends/

https://www.icims.com/blog/new-data-on-dei-at-work/

https://concept3d.com/blog/virtual-tours/diversity-equity-inclusion-2022/?utm_source=rss&utm_medium=rss&utm_campaign=diversity-equity-inclusion-2022

https://www.information-age.com/will-2022-be-year-for-tech-built-for-neurodiversity-123498150/





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