The definition of diversity is expanding
Expanding what defines Diversity is a good thing. Organisations in 2023 will increasingly track a wider set of identity groups outside of gender and race/ ethnicity, including sexual orientation, age and disability. Our 2023 Workplace Equity Report found that caregiving responsibility (9%) and refugee status (15%) are already emerging as identity groups that companies are starting to track.
High-transparency organisations win out
There’s not a one-size-fits-all strategy when it comes to DE&I, but what is going to be worth watching is the emergence of the ultra-transparent organisation. Those companies that are more advanced in their workplace equity initiatives will, by choice, lead the way in implementing a new level of transparency within their companies. This includes sharing information about diversity, recruitment and pay gaps and bringing employees into the conversation about what needs to keep being worked on. This radically candid approach doesn’t work for all but can be immensely powerful for team spirit, recruitment and retention – factors that are more important than ever in a downturn.
Workers continue to make their voices heard
Last year saw unprecedented strike action in the UK – from the rail industry and postal workers to teachers and nurses. In an economic downturn and cost-of-living crisis, 2023 will not see these workers get quieter. Those companies that fail to proactively address fair pay issues are at risk of becoming the next to hit the headlines and see workers walk out, damaging public and employee trust. Ensuring pay equity – i.e., that workers are paid no more and no less for their work – is the most powerful thing an organisation can do in a downturn and help navigate walk-out risks and maximise employee retention.
Tick Tock, Tik Tok… time is running out for organisations to take Gen Z seriously
More than any other generation, Gen Z refuses to compromise on how they are treated in the workplace. They are not afraid to stand up to unfair or exploitative situations and are revolutionarily rejecting what generations before them had deemed acceptable. Pioneers of digital movements such as Work Your Wage and Quiet Quitting, this is one generation that is only going to get more vocal in 2023. As Gen Z grows in numbers and influence in the workplace, it’d be remiss of older generation leadership not to properly consider and accommodate their views, especially if they hope to keep attracting and retaining top talent.
Ritu Mohanka is the Managing Director EMEA, Syndio.