Top DEI Trends to Watch in 2025 | MyAnova

Despite economic whirlwinds and a shift in leadership priorities (don’t get us started on the return of a familiar face to the Oval Office…), numerous organisations are staying firm in their commitment to promoting inclusive environments.

Let’s highlight the top DEI trends and companies that are bound to make the biggest impact this year.

1. Leading the charge

With economic pressures mounting, DEI budgets are feeling the squeeze. Many organisations are tightening their belts, and funding for DEI initiatives is one of the first places to see cuts. In these times, it’s easy to view DEI as a 'nice-to-have' rather than an essential workplace strategy.

Leadership pushback is another hurdle on the DEI journey. Some executives may see these efforts as secondary to more immediate business priorities. To overcome this, DEI must be framed as a driver of business performance — not just a feel-good initiative. Show how inclusive workplaces improve employee engagement, retention, and innovation. When DEI is tied to measurable outcomes, even the most sceptical leaders may come around.

Did you know… Organisations with inclusive cultures are:

·        2x as likely to meet or exceed financial targets,

·        3x as likely to be high-performing,

·        6x more likely to be innovative,

·        and 8x more likely to achieve better business outcomes. (Deloitte)

So which companies are reinforcing their dedication to DEI this year?

·        Johnson & Johnson: The healthcare giant continues to prioritise DEI, actively recruiting for roles such as Global DEI Insights & Engagement Leader. They emphasise that DEI has been integral to their culture for over 130 years, driving innovation and addressing global health challenges.

·        McDonald’s: Demonstrating unwavering support, McDonald’s recently released a statement refuting claims that they will be scaling back on DEI initiatives: “As black woman who is a leader at the company, I can say unequivocally – we are proud of our incredible accomplishments in this space and excited to continue our inclusion journey. Our commitment to inclusion is steadfast.” - McDonald’s Executive Vice President, Global Chief Legal Officer Desiree Ralls-Morrison

·        Microsoft: The tech leader showcases its DEI initiatives through their Global Diversity and Inclusion report , highlighting efforts to enhance representation and support diverse communities within the company.

2. Data-Driven DEI

If you can’t measure it, can you really say it’s working? Companies are waking up to the fact that data is a powerful tool in driving DEI. By analysing metrics like hiring patterns, pay equity, and employee engagement, organisations can make informed decisions and track their progress. You can do this simply with DEI reporting tools, such as MyAnova, you’ll gain a true understanding of where you stand and where you can grow. Plus, it’s a great way to prove to stakeholders that DEI efforts aren’t just talk—they’re making tangible change.

3. DEI and HR: A common misconception

Here’s a common mistake: thinking DEI is just another HR responsibility. However, HR is about managing employees vs. DEI is about tackling systemic biases and ensuring equity at every level of the organisation. DEI needs its own dedicated resources, policies, and strategies for sure. Mixing it with HR risks blurring the lines and reducing its impact.

4. Avoid the disingenuous DEI rebrand

Due to political changes, some businesses are opting for a subtle rebrand of their DEI initiatives, opting for terms like “team cohesion” or “workplace optimisation” instead. While it might help navigate some of the external pressures, rebranding shouldn't come at the cost of losing the very essence of DEI. Let’s be honest - employees can see inauthenticity from a mile away. Authenticity is key if you want to promote a culture of inclusion, not just check boxes.

Did you know…When employees trust their employer’s commitment to DE&I, the likelihood they will leave their organisation can decrease by 87% (Deloitte)

5. DEI meets ESG

Inclusion is finding a new home within Environmental, Social, and Governance (ESG) strategies. By tying DEI metrics to social responsibility goals, companies can showcase their commitment to broader societal impacts. It’s a savvy move that aligns inclusion efforts with investor expectations and public accountability. Check out our infographic: Measuring the S in ESG

6. Intersectionality comes into play

As awareness of the complexities of identity grows, organisations are increasingly recognising the importance of intersectionality—understanding how overlapping social identities (race, gender, disability, sexual orientation, etc.) create unique experiences of discrimination or privilege. In 2025, expect a greater focus on tailored strategies that address the distinct needs of individuals who face multiple layers of marginalisation. DEI programs will need to go beyond the basics and start considering how various aspects of a person’s identity interact in the workplace.

7. Inclusion in the remote workspace

With remote work becoming the norm, promoting inclusion has taken on new challenges. Virtual team-building, equitable access to resources, and ensuring all voices are heard in digital meetings are now paramount. It’s time to get innovative in creating a sense of belonging from afar.

8. Bias in supply chains

More organisations are not only reviewing their suppliers with regard to sustainability, they are now examining their supply chains to ensure they are working with diverse suppliers, including businesses owned by women, minorities, or people with disabilities. Corporate social responsibility efforts will increasingly focus on "inclusive procurement," ensuring that diversity is reflected not just in hiring, but in purchasing decisions too.

Did you know…34% of UK employers now have an Executive Sponsor who is responsible for inclusivity in supply change practices. (Business In The Community)

Conclusion

DEI in 2025 isn’t slowing down—if anything, it’s getting bolder. From tighter budgets to data-driven decisions, companies are finding new ways to make inclusion stick. It’s not just a trend; it’s the future. So, buckle up—authentic, actionable DEI is here to stay, and it’s shaping the workplace of tomorrow.

We love celebrating Women’s Day with cupcakes and heartfelt emails…but let’s talk about the real deal: how many females did you promote this year? It’s time to stop ticking boxes and start creating genuine, measurable change. Learn more about transformative diversity and inclusion solutions with MyAnova’s consultancy services here.