2025 DEI trends: Diversity in the workplace insights
Diversity, Equity, and Inclusion (DEI) are core business imperatives shaping organizations around the world. Moving into 2025, companies are increasingly prioritizing DEI strategies, recognizing that diverse and inclusive teams not only foster innovation and adaptability but also drive financial growth and strengthen brand reputation. As organizations see the increasing demand by prospective employees, DEI strategies are evolving with renewed urgency and complexity.
Other articles in this series:
AI stats every business must know in 2025
L&D trends and stats essential for every workplace in 2025
This article highlights the latest DEI statistics and upcoming trends for 2025, showcasing the progress organizations have made and the challenges that remain. Despite developments made in recent years, there are many areas of DEI that require more work globally. The World Federation of Advertising ran a Global DEI census with responses coming from 91 countries. Of these respondents, 50% agreed that DEI has improved in the workplace since 2021. This split response highlights the disparity in the implementation of DEI in companies worldwide, something that is being addressed with the addition of DEI compliance measures.
Globalization of DEI standards:
Various regions around the world are implementing DEI compliance measures to ensure fair treatment and representation in the workplace. In the European Union (EU), directives mandate gender balance on corporate boards and transparency in pay to reduce wage disparities. The United Kingdom’s Equality Act enforces anti-discrimination measures and requires organizations with over 250 employees to report gender pay gap data annually. In the United States, the Equal Employment Opportunity Commission enforces anti-discrimination laws, while federal contractors must meet affirmative action targets. These measures reflect a global shift toward greater accountability, transparency, and equity across markets.
DEI for business:
DEI initiatives are not only an ethical imperative but a strategic business driver. Data shows that diverse companies are 70% more likely to capture new markets, highlighting the connection between inclusion and market expansion (Edume). This is reflected in the view of 96% of business leaders studied by Edume, who agree that DEI-focused learning can support long-term competitive advantage in their companies. Despite this, many European companies are not committing to DEI initiatives and lag in their DEI performance, with an average DEI Index score of only 5.69 out of 10, within this Switzerland is rated highest with an average of 6.0 (EY).
2025 DEI trends:
Diversity in gender, race, and ethnicity
DEI initiatives addressing diversity in gender, race, and ethnicity have made progress in recent years, yet still have many areas for improvement. This is shown in Deloitte’s study of Fortune 500 board members. The study found that in the last decade, the representation of women and individuals from underrepresented racial and ethnic backgrounds on Fortune 500 boards rose by 67%. Despite this positive change, they also state that 55.3% of the Fortune 500 board seats are held by white men. They also noted that by 2060, Hispanic Americans will represent nearly 30% of the U.S. population, yet they currently hold fewer than 5% of corporate board seats.
Diversity is not just an issue when entering a company, but it can also affect upward mobility. Employees from ethnic and cultural minority backgrounds stated that they lack optimism regarding their career opportunities, with 43% expressing concern about advancement (EY). Aligning with this, EY added that only 34% of managers surveyed in Europe belong to underrepresented groups. There are many benefits to a diverse leadership team. Companies in the top quartile for gender diversity in executive roles are 25% more likely to have above-average profitability than those in the lowest quartile (McKinsey).
Generational diversity
As the workplace evolves, generational diversity has emerged as a powerful asset for organizations. Gen Z is the most racially diverse yet, bringing new perspectives that reflect global demographics (PEWResearch). Millennials, known for their tech-savvy and collaborative approach, are projected to make up 75% of the global workforce by 2025, reinforcing the need for companies to adapt to generational expectations and values (Purdue). 89% of people surveyed by Forbes view generational diversity as a positive force in the workplace, with 87% acknowledging that cross-generational learning enriches their work experience. Embracing generational diversity and fostering environments where employees can learn from each other creates a pathway to enhancing workforce satisfaction and a culture of shared learning.
Pay equity
The European Commission has created a directive focused on “pay transparency” to close the gender pay gap across member states. This directive requires employers to provide pay information, ensure pay audits, and allow workers to access pay level data. It was formalised in June 2023, with member states having 3 years to bring it into practice. There has been a slight improvement between 2023 and 2024 in Europe, with the gender pay gap being 18.6% in 2023, and 18.2% in 2024 (Figures). It also mandates that companies with at least 250 employees report annually on any gender pay gap. Similarly, the U.S. has the Equal Pay Act of 1963, which mandates equal pay for equal work, regardless of gender. Individual states have also enacted their own laws. Despite this, Forbes Advisor reports that women earn 16% less than men on average. They also add that The Centre for American Progress projects that gender pay equity won’t become a reality until 2056. This gender pay gap is highest at 21.6% in the banking, insurance, and finance industries (Figures).
Talent attraction
Workforce diversity is also a powerful draw for talent, as 76% of job seekers view a diverse workforce as critical in their employment decisions and would view it as a factor when evaluating potential jobs and job offers (Glassdoor). Frank Starling, VP of DEI for Cannes Lions, commented on the Global DEI Census: “This data reinforces the need for organizations to align DEI more closely to their business strategy” (WFA). These statistics show the value in investing in DEI learning at all levels equips organizations to address these gaps, attract top talent, and foster a culture of growth and innovation.
Accessibility inclusion
Accessibility and inclusion are integral components of DEI initiatives and are expected to be a leading trend in 2025. There are over a billion people globally living with some form of disability (Forbes), businesses that fail to address these needs risk restricting their access to a broader pool of talent and limiting the diversity of skills and expertise available to their organization. Despite these figures, only 25% of employees with physical or mental disabilities report a sense of belonging in the workplace, compared to 39% of employees without disabilities (EY).
In 2024, CIPD released a report on Neurodiversity in the Workplace, shedding light on the current state of neurodiversity awareness and inclusion. The report found that 60% of employers surveyed prioritize neuro-inclusive practices within their organizations. However, 31% of organizations acknowledged that neurodiversity is not formally addressed by HR, senior leaders, line managers, or employee resource groups. The managers surveyed expressed a clear need for specialized training on neurodiversity, with only 46% feeling confident in their ability to support neurodivergent individuals effectively in the workplace. The trend of incorporating accessibility and inclusion into onboarding and training processes is on the rise. According to Paradigm, 51% of organizations now provide training for leaders on how to foster inclusive team environments.
Data-driven DEI strategies
Advancements in artificial intelligence (AI) are enabling organizations to adopt a more data-driven approach to tracking DEI progress and setting measurable goals. By 2025, a growing number of companies will use AI and machine learning to monitor DEI outcomes, identify disparities, and automate compliance processes. According to The IA, 65% of organizations that collect DEI data report a better understanding of their workforce demographics, while 60% indicate that these metrics help foster a more inclusive environment.
This data-driven approach provides a significant advantage to large enterprises, allowing them to calculate key metrics that were previously difficult to assess. For example, 20% of companies surveyed by Paradigm have established race and ethnicity representation goals and actively track progress against these targets. Additionally, 71% of companies surveyed by The IA collect data on four or more DEI attributes. Adopting a data-driven approach to DEI strategy not only facilitates alignment with organizational goals but also enhances accountability and measurable progress across the company.
The need for comprehensive DEI strategies in 2025 is becoming more critical. Companies that proactively embrace DEI, backed by continuous learning initiatives, are positioning themselves not only as ethical leaders but also as industry innovators. DEI is a core element that drives talent acquisition, enhances employee satisfaction, and fosters long-term business success. To fully realize the benefits of a diverse, equitable, and inclusive workplace, organizations must prioritize ongoing education and development at all levels. By prioritizing DEI in 2025, organizations will build a foundation for ongoing growth and success.
