The year 2024 has been a tough one for those working in DEI. Not only have we been at the mercy of a challenging social, political and economic environment, we’ve also experienced significant attrition, as organisations have de-prioritised, downgraded and disinvested in DEI work.
It is clear that piecemeal, performative and tokenistic initiatives that only scratch the surface will never result in the broad, deep and sustainable change that is required. But it seems that this is not broadly understood.
Rather, people are throwing the baby out with the bathwater, so to speak, and deciding that DEI does not work. This couldn’t be further from the truth. We need to reflect on what works and what doesn’t, and make 2025 the year that inclusion comes into its own.
Read more: 'Don't Let DEI Die': Woosh Raza
Make culture, values and behaviours central
Every organisation has its culture, whether it is intentional or not. Ignore this at your peril. In 2025, organisations must be alive to the importance of having an inclusive culture where people feel free to participate in the decisions that shape their work, are valued and respected, and feel part of something bigger than themselves.
At the centre of this must be a set of values that people uphold and live into every single moment of every single day, rather than values that get written up on an away day and stuck in a drawer. These values must be operationalised into behaviours that form part of how an organisation works. They must be discussed anywhere and everywhere, reflected on in one-to-ones and measured in 360° reviews.
Ensure that psychological safety is on a par with physical safety
No one questions the importance of people feeling physically safe at work. It follows that people should also have the equal right to feel psychologically safe. Psychological safety is essential in fostering creativity, innovation, loyalty and high productivity, which gives organisations a competitive edge. When people feel able to be their authentic selves, and are free to make mistakes and learn from them, express concerns, and share their views without fear of being judged or humiliated, anything is possible.
Embrace diversity in all of its guises
Organisations that think diversity is only about compliance with the nine protected characteristics in the Equality Act are sorely mistaken. If you’re not doing so already, 2025 is the year to look at all manner of diversity. That, of course, includes protected characteristics, but also includes any reason that a human being may be discriminated against, for example, socio-economic background, gender identity, language, appearance, caregiving status, or for having been in the care or criminal justice system.
Importantly, diversity extends to diversity of thinking, views, approaches and problem solving. Having a team that reflects the customers they serve, a psychologically safe environment, and an inclusive culture will ensure that your products and services continue to be relevant and delight customers long into the future.
Inclusion is for everyone
It is vital for DEI work to ensure that no one is discriminated against in the workplace, and that marginalised people are treated equitably and have equal access to job opportunities, development, progression and promotion. However, 2025 must be the year where inclusion is for everyone. Every single person in your organisation should have the tools, resources, guidance and support they need to thrive and flourish.
Too many DEI initiatives ironically exclude, rather than include, people who are not in minority groups. If organisations want to be truly inclusive, then every single person in the organisation must play their part.
Read more: Businesses mistake integration for inclusion
In 2025, organisations need to take a step back and understand that all of the wonderful people they employ are individuals, leading complex and imperfect human lives. People will invariably need different things to be successful. The year 2025 should be the year that every organisation works out what’s right for them.
There are no cookie-cutter approaches or silver bullets in DEI; everyone is at a different place on their inclusion journey. Wherever you are, just keep going.
Sandi Wassmer is CEO of the Employers Network for Equality and Inclusion
