DIAL Global has officially launched the latest DIAL Global Review, a comprehensive and forward-thinking report that explores the evolving landscape of workplace diversity, equity, inclusion, belonging and culture (DIBEC).
Released during two prestigious events at Yahoo Studios in London and the New York Stock Exchange just a few weeks ago, the Review has quickly established itself as an indispensable resource for CEOs, DEI professionals, and HR leaders worldwide. Now in its fourth edition, the latest Review continues to provide actionable insights designed to foster sustainable inclusive, innovative and resilient workplaces for 2025 and beyond.
It is the only report of its kind to holistically analyse all 10 dimensions of DIBEC, offering a broad yet detailed perspective on race and ethnicity, gender, age, disability, neurodiversity, sexual orientation, mental health, socio-economic status, nationality, religion or belief, and caregiving. With contributions from over 128 global organisations, the latest Review delivers a data-driven blueprint for addressing both visible and hidden aspects of workplace inclusion, empowering organisations to create cultures where everyone can thrive.
KEY TRENDS TO SUPPORT DIBEC EFFORTS IN 2025
Amid increasing scrutiny of DEI initiatives, the report highlights several areas where meaningful progress has been achieved this year:
- Gender Diversity: Gender remains the top priority for organisations globally, with significant investments in strategies to improve representation and address inequities. However, challenges such as achieving gender parity at the board level and enforcing transparent reporting persist.
- Mental Health: Growing recognition of mental wellbeing as a key factor for talent attraction and retention has made this the second-highest priority. Organisations are expanding mental health programmes to support a sustainable workforce.
- Race and Ethnicity: Ranking third, racial diversity initiatives are gaining momentum. However, cultural and legal barriers to data collection remain a challenge, highlighting the need for innovative solutions to improve racial equity outcomes.
CRITICAL GAPS TO ADDRESS IN 2025
While these areas have seen promising advancements, the report identifies critical gaps that organisations must address to achieve sustainable inclusion over the next few months:
- Disability and Neurodiversity: Despite growing awareness, progress remains limited. The adoption of accessible technologies and inclusive practices must become standard to support all employees.
- Sexual Orientation: Although LGBTQIA+ awareness is increasing, meaningful data collection and representation efforts are lagging, hindering deeper understanding and inclusion.
- Age Diversity: Metrics around recruitment, retention, and promotion of older employees are still underdeveloped. Companies need to prioritise age-inclusive practices and address challenges such as menopause support and flexible working.
- Parenthood and Caregiving: Organisations must better support working parents and caregivers by integrating caregiving data into broader DIBEC strategies.
- Socio-economic Inclusion: While gaining traction, particularly where it intersects with other diversity factors, efforts to address social mobility require greater prioritisation.
- Nationality and Religion/Belief: These aspects remain the least prioritised globally, often overshadowed by socio-political factors and ongoing conflicts. Organisations must adopt proactive measures to embrace religious and cultural diversity meaningfully.
CALL TO ACTION FOR LEADERS
Commenting on the report, Leila McKenzie-Delis, author and founder & CEO of DIAL Global, emphasised: “The 2024 DIAL Global Review is more than just a report – it’s a roadmap for creating meaningful, sustainable change in our workplaces. By understanding the numbers and leveraging the insights, leaders can identify not only where progress has been made but also where urgent action is needed. Collaboration, transparency, and a relentless focus on inclusion are essential if we want to drive real impact.”
The Review also celebrates 20 top organisations leading the way in fostering diversity and inclusion. They include Autotrader, Beazley Group Limited, British Airways, Coop, Deloitte, Dentsu, Expedia Group, EY, Hilton, Hyatt Hotels Corporation, Intercontinental Hotels Group, PLC, ISS UK LTD, Mitie, Morgan Stanley, ODEON Cinemas Group, Shell PL, Skyscanner, Volvo Group, WPP and Xerox. Their innovative strategies and measurable outcomes offer inspiration for others to follow suit.
INSPIRING THOUGHT LEADERSHIP FROM INDUSTRY EXPERTS
The latest Review also features thought leadership from globally renowned experts. Lord Simon Woolley, Co-chair of the Review, shared how “this report is a testament to the power of data, passion, and process in driving change. The solutions exist – we just need broader, more consistent application.”
Stephanie Mehta, CEO of Mansueto Ventures, noted: “An inclusive workplace isn’t just a moral imperative – it’s also a driver of long-term innovation and success.”
Verna Myers, Founder of The Verna Myers Company, described the Review “an invaluable resource” for organisations aiming to foster healthy and inclusive workplaces.
Ray Dempsey, Founder of Dempsey Inclusion Group, reiterated the importance of measurement: “What gets measured gets done. This Review provides the most comprehensive framework for holistic inclusion and intersectionality.”
PRACTICAL RECOMMENDATIONS FOR CHANGE
The 2024 DIAL Global Review offers a wealth of practical, data-driven recommendations to help organisations expand their DIBEC efforts, foster innovation, and achieve long-term success. By embracing these insights, businesses can position themselves as leaders in building inclusive workplaces that reflect the full spectrum of human diversity. Click here to read the full Review.
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