Diversity & Inclusion Predictions: What I Got Right In 2019 & New Predictions for 2020

Every year I make predictions about diversity and inclusion trends 

Find out what my predictions were for 2019 year and new predictions for 2020

Here are some key messages from this episode

  • My Top 3 Predictions for 2020
  • What I got right in 2019
  • The special bonus I have for you!

Play the episode for more.

Here are some key takeaways from this episode

2020 will see poor management of data

“We’re going to see organisations asking the wrong questions and getting poor quality data. Asking people if they think the organisation is inclusive is not a reliable measure of inclusion, it measures what people think but don’t forget a lot of underrepresented voices will be lost if you’re not careful about how you collect and analyse this data”

2020 will see a focus on intersectional individuals

“I think there’s going to be a need for organisations to treat people as multicultural individuals with intersectional identities. Organisations are going to realise that we all have an ethnic identity, we all have a class background, we all have a sexual orientation even though for many these are never discussed because they are taken for granted as being “normal”

2020 will see powerful insights from mixed methods research

“Not enough researchers use qualitative and qualitative research, and organisations should do both.. it shouldn’t come as a surprise that I do both,

Knowledge of the lived experience, brings the numbers to life and it holds the figures to account.

Here are some resources so you can go deeper

Sam Smith comes out as non-binary: ‘I’m not male or female’

Crafting an identity: an examination of the lived experiences of minority racial and ethnic individuals in the workplace

Check out these related episodes of the show

Diversity & Inclusion Predictions:  What I Got Wrong In 2018 & New Predictions for 2019

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:




The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences