As we bid farewell to 2022, we enter a new year marred with economic uncertainty and worries of waning DE&I prioritization. HR Brew asked a number of CHROs, CPOs, and diversity execs about what to expect when it comes to corporate America’s DE&I efforts.
Donald Knight, CPO, Greenhouse Software
“When it comes to IDEA (inclusion, diversity, equity, and allyship) progress, 2023 will be a lagging indicator of the actions and decisions made by leaders in 2022. Inclusion happens when diversity, equity, and allyship are present, so expect workplaces with suffocating environments where there isn’t enough oxygen for everyone to speak up to lose talent in droves. On the other hand, companies that encourage people to speak up and then take action based on the feedback given will find it significantly easier to attract and retain talent. Genuine inclusion, not performative diversity, will accelerate growth for people-first companies. All others will see their ability to attract and retain talent globally extinguished.”
Kelie Charles, chief diversity officer, Bath & Body Works
“Companies are facing many challenges in this business environment, among them continued pressures from inflation impacting consumer spending and confidence, an uncertain labor market, and fostering employee engagement. Heading into 2023, it may be difficult for many companies to remain focused on diversity efforts as they try to balance their strategic priorities and initiatives. However, we believe it is important to do just that.”
Laura Fuentes, CHRO, Hilton
“Looking ahead to 2023, we will see a more blended workforce and an increased prioritization of DE&I initiatives. At Hilton…we remain focused on holistic inclusivity in order to ensure that we have a broad representation for all team members. As we continue to emerge from the pandemic, I’m excited about the opportunity to further codesign the work experience, where we listen to our team members’ voices and work together to shape our business for the future.” Keep reading here.—AD
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