2024 has begun, and we at URelles continue to talk to organizations of all sizes about their expectations and needs to create a truly inclusive culture in their workplace. This article highlights equity, diversity and inclusion trends predicted for the next 12 months.
Read previous articles:
5 trends in equity, diversity and inclusion for 2023
5 trends in equity, diversity and inclusion for 2022
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Charlotte Laramée, Co-founder and Managing Director of UNIR
Combating ageism and promoting intergenerational harmony in the workplace: a key to individual and organizational growth
More and more ink is being spilled on the subject of the “generation clash”. The terms “Boomers, X, Y (millennials) and Z” are widely used. Unfortunately, in most cases, commonly accepted biases and prejudices underpin arguments that fuel divergence to the detriment of talent complementarity, regardless of age. Take ageism, for example. Today, ageism is one of the most widespread and tolerated forms of discrimination in our society. One person in two is ageist. The first targets are those at the extremes of the spectrum: senior citizens and young people.
Ageism in the workplace is synonymous with “generation clash”. It’s a symptom of a lack of understanding of each other’s needs, particularly those of the younger generations entering the market.
Against a backdrop of labor shortages and an aging population in Quebec, companies will need to be agile, attentive and inclusive towards the people who are their greatest asset in the short and medium term. And guess who they are? The same people who are often the most discriminated against: seniors (retired or close to retirement) and young people (entering the market or still studying).
For this reason, and in view of the major transformations taking place in our society, it is important. now and in the years to come, to make companies and their managers aware of the power of diversity and the harmonious inclusion of generations in the world of work, and to equip them with the tools they need.
Julie-Anne Perrault, universal accessibility consultant
Disability in the workplace: combining accommodation and universal accessibility
Employers are becoming increasingly curious about the inclusion of people with disabilities in the workplace. Equal opportunity programs and labor shortages play a role in this growing interest. So, too, is the effervescence of Equity, Diversity and Inclusion (DEI) practices.
To enable disabled people to achieve their full potential at work, employers have focused on accommodation and its application. That’s a big step forward! Accommodation is absolutely necessary for many people. It gives them confidence, reduces stress and contributes to their well-being in the workplace. But accommodation is not enough to create an inclusive workplace.
Barriers to employment are much more systemic, including communications, technologies, behaviors, the physical environment, processes – and at all levels of the organization. They affect all staff, not just people with disabilities.
This is also where we need to take action, with the help of universal accessibility. Designing the workplace for everyone, regardless of ability. This systemic approach will complement the person-centred approach. Together, they will guarantee a truly inclusive environment.
The foundations are now in place for the inclusion of people with disabilities in the workplace. My wish for employers in 2024 is to take the next step: add universal accessibility to their strategy.
Chloé Freslon, Founder of URelles
Manager support, flexibility and inclusion for 2024
The DEI movement faced several obstacles in 2023, particularly in the United States. First, this summer’s Supreme Court ruling ending affirmative action on U.S. college campuses had repercussions in the business world, notably when the federal appeals court blocked a grant program for black women entrepreneurs.
And let’s not forget the record 510 anti-2SLGBTQ+ bills introduced. But despite all this, the issues surrounding inclusion have not disappeared from the corporate landscape. They are still looking for support and solutions to create more equity internally.
In 2024, managers will still need more support to help them navigate through DEI and support them in percolating these values with their teams. This will require management support in terms of resources, training and tools to help them manage effectively and compassionately.
Hybrid – and therefore flexible – is here to stay. Although there has been enormous pressure to return to the office, employees simply aren’t interested in the traditional situation of a 40-hour, 5-day work week. From DEI’s point of view, flexible working styles will remain a priority for the workforce. Companies that favor flexibility will help create an inclusive culture.
Company managements that don’t care about DEI will find it hard to attract quality talent. Younger workers are more interested in ensuring that they work for organizations that don’t just talk the talk of DEI, but walk the walk. While the tech industry has been a popular place to work in recent decades, increasing redundancies have driven tech workers to other industries. Working for a company that offers greater stability and values inclusion will be particularly sought-after in 2024.
