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10 Diversity and Inclusion trends for 2024

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The issues related to diversity and inclusion, also known as D&I, are increasingly present in the corporate world. This is a reflection of the growth of this agenda in society, gaining strength through communication channels.

In 2024, it is expected that this issue will reach the top of social narratives. It is time for us to come together to build a more equitable and respectful world! Especially now, as the D&I universe slowed down in 2023, companies will need to innovate to deliver solutions that meet all audiences in the best possible way. But before we start talking about that, let’s familiarize ourselves with the terms.

In the context of D&I, diversity specifically refers to people who represent marginalized social groups. Meanwhile, the concept of “inclusion” advocates, as you can imagine, the equitable inclusion of these people in society.

So, without further ado, come check out the top Diversity and Inclusion trends for 2024! 

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What are the main D&I trends for 2024?

In recent years, there has been a change in social behavior that demands companies to take a stand on their social purpose and inclusion. Here are some of the trend topics for projects in this area throughout the year:

Social and racial guidelines

This is an old agenda, but one that does not leave the stage, nor should it! It involves the development of actions and projects related to gender, ethnicity, belief, regional differences, etc.

Recognize your employees and consumers with different characteristics. A good tip is to include diverse people in your communication, such as:

  • black people;
  • people with disabilities;
  • LGBTQIA+ individuals;
  • Indigenous people;
  • refugees;
  • among others. 

Aside from attracting customers with these profiles, you also start to show that these people are welcome to apply for a job in your company.

In this way, you create a virtuous circle of diversity and inclusion for your business. This internal development can also be explored in external communications, for example.

Gender guidelines

Continue working on the new masculinity, be careful in how you portray men and women in your communications, make sure to have a workforce with female representation and also with transgender people. Do not harm your brand image with outdated stereotypes.

Once again, this should be thought from inside to outside the company. Starting with good internal structuring and from there, developing an inclusive external communication for all genders, without forgetting to use inclusive language.

Inclusion guidelines for people with disabilities

Pay attention to the inclusion of people with disabilities both in your team and with your customers. Accessibility is a right guaranteed by law for people with disabilities and is a duty of all public and private organizations. This issue will gain even more strength in 2024, as reports and fines for non-compliance with these standards are increasing.

So, a good tip is: offer the necessary accessibility tools to promote digital inclusion and autonomy for them in their journey with the brand. Whether for your team or for customers. It is so expected that organizations are accessible to people with disabilities, that digital accessibility has also become a priority for e-commerce.

Furthermore, produce external communications that speak directly to people with disabilities, who spend billions annually. This is the key to improving your relationship with this audience!

Generational guidelines

The population is aging, and with that, we have more and more people with technological skills reaching old age. Regardless of age group, this audience presents increasingly youthful behaviors and seeks to continue consuming, traveling, dating, etc. Moreover, they still represent an important part of the market, as many of them have greater financial stability and want to enjoy life.

The tip is to expand your service and communication to people 50, 60, 70+. Study them and include them in your brand. Produce products that speak directly to them and communicate about it in an intelligent and precise way.

Leadership guidelines

We have already talked about this in 2023, but it is super important to have the representation of these groups not only in the leadership of these projects but also in various positions within the company. Only then will it be possible to ensure that inclusive decisions are being made for the integration of all people.

Stop for a moment and think about the leadership of your organization. Are the people in management positions diverse? Do they represent different groups?

If this is still not a priority in your company, reflect on it with your team!

Artificial Intelligence

Artificial Intelligence (AI) was definitely the topic of the year in 2023, so we will certainly find it being part of several trends in 2024. In this case, AI and data analysis serve as powerful tools to combat unconscious biases in selection processes and in other areas.

For example, AI algorithms can help review resumes impartially, identifying relevant skills without considering personal information such as name, gender, or ethnic origin. In addition, it can analyze performance data to identify possible salary or promotion discrepancies, helping organizations make more assertive decisions.

These technologies are becoming essential for companies committed to diversity and inclusion, enabling more fair and equitable decisions. It seems like we really are living in the future.

Mental health

This is an issue that is gaining more and more prominence, strengthening itself every year! Understanding and supporting the mental health of employees and consumers is essential to promote an inclusive and welcoming environment.

Companies are already recognizing the importance of offering emotional support, wellness programs, and mental health policies that address issues such as anxiety, depression, and stress. Inclusive actions in this regard typically include offering access to therapies, providing relaxation spaces, and promoting awareness of mental health.

This trend reflects a significant change in organizational culture, prioritizing care and empathy. If you do not already offer this to your team, it is time to reconsider that decision.

Talent attraction and retention

Are you familiar with the term employee experience? In 2024, investing in personalized employee experience is a good strategy for attracting and retaining talent.

Understanding the individual needs of employees and offering benefits and support tailored to each person is essential. This includes flexible work policies, professional development programs, and inclusion of minority groups.

A personalized employee experience shows that the company values diversity and is committed to creating an inclusive environment. This not only attracts diverse talent but also retains it, promoting a sense of belonging and engagement.

Diversity within strategic planning

Instead of viewing diversity as a compliance obligation, organizations are realizing that it should be part of their strategic agenda. This means investing in the development of an organizational culture strengthened against discriminatory practices, encouraging inclusive behaviors at all levels.

An effective way to do this is through the creation of DE&I groups and diversity committees, composed of diverse employees and leaders, who seek to make the organization more plural, inclusive, and safe for all people. These initiatives promote the intersectionality of diversity, ensuring the participation of a larger number of people, regardless of their condition.

Development of metrics

Last, but definitely not least, a much-needed trend in Diversity and Inclusion is the development of metrics to measure the progress and effectiveness of these initiatives.

The lack of well-defined metrics is a major bottleneck for the effectiveness of successful actions and strategies in companies, as they themselves say. It is essential to establish indicators that evaluate not only the representativeness of diverse groups but also the impact of inclusion policies and programs.

Metrics may include diversity in hiring, promotions, and retention, as well as employee engagement and satisfaction. With measurable data, organizations can identify areas for improvement, adjust their strategies, and demonstrate real commitment to diversity and inclusion!

Why is it important to talk about Diversity and Inclusion in companies?

Large companies, that is, those that stand out most in the market, are already prioritizing this issue. After all, in addition to contributing to a fairer society for all people, the way they relate to diversity and inclusion directly reflects the brand’s values.

A study conducted by Accenture found that 62% of consumers prefer to buy from brands that care about important social issues, including D&I. Similarly, 47% prefer not to buy from brands that disappoint them with their position on the same issues.

Against data, there are no arguments, and it is past time to include these guidelines within organizations, is it not? Raising these discussions and putting them into practice are no longer differentiators but a market necessity and a constant demand of the society we live in.

Diversity & Inclusion and ESG guidelines

ESG is the acronym that relates to the environmental, social, and governance care of corporations. This model evaluates their sustainability, their social impacts, and their level of corporate governance.

D&I is directly linked to ESG guidelines, as it relates to the Social (S) and Governance (G) pillars. That is, diverse and inclusive businesses are recognized in numerous ways, including by investors that use these criteria to assess the impact and potential success of an investment.

Diversity & Inclusion and SDGs

The Sustainable Development Goals, also known by the acronym “SDGs”, serve as a guide to address the main societal issues. They were created by the UN in 2015 and are part of a global agenda, consisting of 17 sustainable development goals, to be achieved by 2030.

In this case, the agenda of diversity and inclusion is directly related to “SDG 5: Gender Equality” and “SDG 10: Reduced Inequalities“.

It is the responsibility of all companies, and also of all people, to contribute to the fulfillment of the agenda and consequently build an equitable society.


To conclude, it is worth reinforcing that for your diversity and inclusion strategies to work, it is essential that there is representation and participation of people from these groups throughout the development and elaboration of projects, especially in decision-making. Solutions should be thought of by them and for them. Therefore, places of speech must be respected for greater effectiveness of actions.

We are sure that by implementing these tips, your brand will reap good results throughout the year. Count on Hand Talk’s blog to learn more about the subject!

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