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In this blog we’ll be reflecting on Equity, Diversity, and Inclusion Trends for 2022.

It’s great to see EDI become an increasingly important topic and principle for leaders of organisations, not just HR departments. The recognition that the workplace is giving EDI is important for attracting, retaining, and developing diverse workforces and made more people aware of the need for a more inclusive workforce. As we continue to grow and learn, so does our understanding of what “diversity” means, as well as how we make our learning spaces more inclusive.


A Focus on the Multigenerational Workforce

The makeup of the workforce is changing, and there can be as many as five generations in any orgnaisation. Each generation brings their own unique opinions and insights on topics such as mental wellbeing, social media, and flexible working, which will continue to impact the future of diversity training.


The Impact of Unconscious Bias in the Workplace

Personal biases are something we all have, but unconscious biases, processing information or making judgements based on unconscious associations or feelings, are detrimental, as they often discriminate against minority groups such as people of colour or those with disabilities. In an article by Harvard Business Review, it identifies the detrimental impact affinity and gender bias continue to have on women’s career progression.

However, whilst this isn’t a new topic for the workplace, moving forward, it is hoped that there will be more of a focus on how the unconscious biases of an organisation, particularly those in more senior positions, impact the progression, or lack of progression, towards diverse, inclusive workspaces.


Supporting Gender Identity and Expression

There has been increasing recognition and awareness over the past few years of the challenges faced by employees who do not identify as their sex assigned at birth, such as those who identify as non-binary or transgender. More and more companies are attempting to move towards inclusion and support, such as introducing gender-neutral bathrooms, and wearing badges with preferred pronouns. It’s hoped that as more non-binary, gender neutral, and transgender employees are recognised, there will be more conversations and training regarding their inclusion in the workplace, especially for managers and those in senior positions.




Shifting from Diversity and Inclusion to Diversity, Equity, and Inclusion

Many forward-thinking organisations are now including “Equity” as part of their Diversity and Inclusion initiatives. The subject of equity includes looking at the decisions that result in pay inequity and equity in talent development programmes. Equity will take on a new importance as businesses are expected to operate with more transparency of their board representation, reports of harassment, and talent management initiatives, and amplify the voices of everyone in their workplace, equally and without bias.


At CM Talent it’s our mission to make workplaces diverse. We can offer a range of services to help you attract, retain, and develop inclusive workspaces that bring fresh ideas, increased creativity, improved productivity, and boosted morale. Our 3-step approach is simple and begins with completing an online diagnostic tool. Alternatively, you can contact Nishi directly via her email ( or via LinkedIn.