Diversity, Equity, and Inclusion (DEI) initiatives are increasingly recognised as crucial elements in fostering workplaces that value and respect all employees. By examining DEI trends across the employee lifecycle – from recruitment to offboarding – one can gain valuable insights into how organisations are addressing diversity, equity, and inclusion at each stage of the employee journey.

Inclusive hiring: Bridging the gender gap

In recent years, inclusive hiring practices for women have surged by 45%, indicating a global commitment to gender equality in the workforce. Employers are increasingly understanding the significance of diversity and inclusion, not only as a social obligation but also as a driver of business success. Companies with diverse leadership teams and inclusive cultures have demonstrated superior performance compared to their peers, according to recent trends and statistics.

Key highlights:

• Diverse candidate sourcing: 81% of companies are actively broadening their candidate sourcing strategies to access a more diverse talent pool.
• Gender-blind recruitment processes: 62% of organisations are mitigating unconscious bias in hiring by implementing gender-blind recruitment practices, ensuring candidates are evaluated solely on skills and qualifications, reported We-Ace. 

Development: Empowering women in the workforce

In 2024, companies are intensifying efforts to enhance women's development programs, tailored to address specific challenges faced by women in the workforce. These programs encompass leadership development, mentorship, skills enhancement, work-life integration, diversity training, networking, and financial empowerment.

Key data points:

Leadership development: 73% of companies are investing in leadership development programs tailored specifically for women to help them advance into senior leadership positions.

Mentorship and sponsorship: 65% of companies are facilitating mentorship relationships and creating sponsorship opportunities to help women navigate organisational challenges and access career opportunities.

Workplace sensitisation: Promoting inclusive cultures

The prevalence of workplace gender sensitisation programs is increasing as organisations prioritise fostering inclusive and respectful work environments. Key trends include a heightened focus on gender diversity, legislative mandates, tailored training programs, recognition of intersectionality, culture shift, measurement, and integration into talent management processes.

Key insights:

• Increased Focus on Gender Diversity and Inclusion: There is a growing recognition of the need to address gender biases and promote gender equality in the workplace, basis the research (85% of the sample companies).
• Behavioural change and culture shift: Effective gender sensitisation programs focus not only on raising awareness but also on driving behavioural change and creating a culture of respect and inclusion.

Rewards & pay: Fostering equity and recognition

Organisations are recognising the importance of rewards and recognition practices customised for women, aiming to ensure fairness, equality, and inclusivity. Trends include gender-neutral recognition programs, inclusive KPIs, acknowledgment of unpaid labour, pay equity measures, and data-driven approaches.

Key findings:

Pay equity: 72% of the companies have included pay equity in their key organisational goals and conduct regular audits to address any disparities.

Recognition of unpaid labour: 48% of the companies surveyed are acknowledging the value of unpaid labour, such as caregiving responsibilities, that disproportionately falls on women.

Inclusive leadership: Driving change from the top down

Senior management's commitment to inclusive leadership is paramount, reflecting the organisation's dedication to diversity and inclusion. Trends encompass supportive leadership, diversity in leadership positions, inclusive leadership training, accountability, transparency, representation, cross-cultural competence, Employee Resource Groups (ERGs), and succession planning.

Key observations:

Supportive Leadership: 69% of the organisations reported strong leadership commitment is critical for the success of rewards and recognition programs for women.

Employee resource groups (ERGs): For 90% of the companies sampled, ERGs play a vital role in promoting inclusion at all levels of the organisation, including senior management.