Carter Bradley

Headlines the last year – and the last few months especially – paint a picture of DEI efforts in recession. And in some pockets, that is true. Some companies have publicly walked back their DEI efforts; others have quietly let their initiatives fizzle.

Our data, however, paints a different picture.

Last year, DEI was the #1 priority for Heads of TA, and more than half of Talent Acquisition departments expected an increase in their focus on DEI going into 2024. This year, DEI continues to be a top priority for TA leaders, even above other basic priorities like tech optimization. 

What to make of these data? How can we reconcile these two narratives?

One answer lies in the nuances of the types of DEI efforts organizations are pursuing. Though few organizations are pulling back on DEI efforts, many are reevaluating the nature of those programs. 

For example, we are seeing shifts away from quotas to goals; we are seeing an increased focus on Socio-Economic Status; we are seeing inclusive language even in programs designed to target candidates from specific backgrounds. 

Talent issues took the headlines a few years ago with “The Great Resignation,” “The Great Regret,” and many other “greats.” My personal take then as now is that the narratives lack context. 

The data doesn’t support the narrative that diversity, equity, and inclusion is in retreat; but it would be misleading to say they haven’t changed. In time, I think we’ll see this period as a shift in the manifestation of commitment, rather than a wavering in the commitment itself.