Each month, we bring together a selection of research and articles from across the field of gender and intersectional equity, diversity, equity, inclusion, and independent certification. Our aim is to guide you to the latest publications that align with the evolving conversations in this space, helping you stay on top of industry trends and deepen your understanding.
Inclusion is about creating an environment in which every team member can fully contribute write the authors of this article for Harvard Business Review. Their research shows that one of the most effective ways to achieve this is to focus on micro-inclusions — small but intentional acts that include everyone in the actual process of producing work together. Read the full article to find out how organizations can foster cultures of micro-inclusion.
https://hbr.org/2024/12/the-power-of-small-acts-of-inclusion
The World Economic Forum published an overview of the latest trends and emerging practices in fostering diversity, equity and inclusion in organizations and economies worldwide.
Read the insight report: https://www.weforum.org/publications/diversity-equity-and-inclusion-lighthouses-2025
Research shows that two-thirds of workers across all generations actively choose companies that champion inclusion. This article explores recommendations for organizations wanting to be more inclusive including by facilitating data-driven storytelling, amplifying diverse voices, balancing global and local, embracing a multigenerational approach and turning fear into fuel.
We’ve published country overviews for 20 countries designed to highlight the unique factors influencing DE&I in these nations and to help organizations prepare effectively for EDGE (gender-binary) and EDGEplus (gender and intersectionality) Certification.
Find the country information sheets here: https://www.edge-cert.org/knowledge-centre/?taxonomy=news-categories%3Acountry-dei-overviews
Aniela Unguresan had the opportunity to comment on BoF’s trends that will impact fashion company culture in 2025. She specifically comment on leadership and how organizations can achieve intentional and measured diversity, equity and inclusion goals without using the “DEI” rhetoric.
“Companies that prioritise the fundamentals of DEI — treating people fairly and empowering underrepresented staffers to express unique points of view — will benefit over time from more innovative products, stronger revenues and employee engagement“.
To the full article: https://www.businessoffashion.com/articles/workplace-talent/from-trump-to-gen-z-fashion-faces-a-culture-quake
Lily Zheng knows that DEI needs a reset. In this article they share some great ideas on what DEI work should be, namely:
- Outcomes-Based, focusing on measurable results like pay equity, physical and psychological safety, wellness, and promotion rates.
- Systems-Focused, using change management to achieve healthier workplace systems — policies, processes, practices, and norms.
- Coalition-Driven, focusing on engaging the wide range of people who stand to benefit from a healthier and fairer workplace.
- Win-Win, focusing not only on creating better outcomes for all, but communicating the benefits of progress — even if it might look to be limited or localized at first — for everyone.
Read more: https://hbr.org/2025/01/what-comes-after-dei
EY published new research on diversity, equity, and inclusion strategies that can help to foster an inclusive culture and improve workplace equity.
Vincent Keaveny, Chair of Progress Together, commented: “In today’s volatile business environment, where competing priorities make attracting and retaining diverse talent challenging, it is more important than ever for organisations to focus on proven strategies. By leveraging evidence-based approaches and fostering collaboration, businesses can help build workplaces that reflect the communities they serve while driving long-term success.”
Access the report: https://www.ey.com/en_uk/newsroom/2025/01/ey-report-highlights-critical-role-of-dei-in-uk-business
