Organizations are reassessing their DEI strategies amid changing landscapes. Key 2024 focuses include defining clear DEI purposes, establishing governance, integrating DEI into pay and career structures, and enhancing transparency. Predictions emphasize culture, career equity, personalized experiences, health and wealth equity, and impactful data analytics.
United KingdomCorporate/Commercial Law
We asked 50 DEI leaders at publicly traded and private
companies this question in recent months. Here's what they
said.
Organizations are at a pivotal moment regarding the future of
diversity, equity and inclusion (DEI): Do they stay the course,
pause or retreat?
Discover insights from 50 DEI, total rewards and other HR
leaders from globally recognized companies as they navigate the
complexities of DEI amidst evolving social, political, and
regulatory landscapes. Their approach for 2024 centers
around four themes:
- Say what you mean. Be clear on the purpose of DEI.
- Take the wheel. Establish DEI governance.
- Make DEI real in pay, career and benefits.
- Listen with intent — and communicate with
transparency.
We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.
View source
