Insights on the future of data, technology and innovation in DEI from our latest WCS Insights Report.
Co-authored by Coda Nicolaeff
This article is part of a series diving deeper into the We Create Space Insights Report | DEI Insights & Trends in 2025. In this instalment, we explore how innovation in diversity, equity, and inclusion (DEI) practices is reshaping organisations to address the complexities of modern global workforces and foster stronger communities within them.
Traditional DEI approaches often fall short of addressing the complexities of diverse, interconnected, and globalised workforces. As organisations strive to integrate DEI into their core business strategy, the focus is shifting toward scalable, impactful solutions that drive measurable outcomes. Innovation—through data-driven processes, advanced technologies, and evolving methodologies—has become essential to achieving meaningful progress.
The Role of Data in Shaping Strategies
Data serves as the backbone of effective DEI initiatives, enabling organisations to transition from aspirational goals to actionable strategies with clear results. However, practitioners face significant hurdles in data collection and utilisation, from managing legacy systems to navigating legal and cultural barriers in different regions.
“Our current system is 25 years old, and we have different software for different aspects of people management. We’re aiming to secure a system that can do everything… For an organisation our size, with all the systems we have in place, it’s a real challenge, but we are making progress.”- Practitioner in travel
To overcome these challenges, organisations must standardise data collection processes and leverage both composition and sentiment data. Transparent communication is equally critical. DEI practitioners emphasise that data collection efforts must clearly articulate why the data is being collected, how it will be used, and what outcomes are expected. Failing to be transparent about these aspects of data collection risks damaging employee trust, resulting in lower uptake on future data collection initiatives and erosion of community building efforts. Using frameworks like Simon Sinek’s Golden Circle (“why, how, what”) can help build trust and encourage employee participation.
WCS Resource: DEI 101: Navigating Data & Intersectionality
From Collection to Action
Practitioners caution against “spinning” data to create overly positive narratives that mask underlying issues. Instead, organisations should use data insights to hold leadership accountable and drive meaningful change, aligning actions with the company’s collective vision and purpose. By authentically acknowledging where the organisation has room for improvement, leaders can inspire action and trust in employees - as opposed to resentment for glossing over systemic problems.
“Data can easily be spun to look positive. That’s why asking the right questions can do two things: one, it encourages people to give data they might otherwise feel uncomfortable sharing, and two, it can help reframe data to give it more meaning.” - Practitioner in advertising
Leveraging Technological Advancements
Advanced technologies are enabling organisations to optimise DEI efforts. From performance management tools that ensure equitable access to opportunities, to AI-driven insights that identify hidden biases, technology is rapidly transforming how DEI strategies are implemented. However, the thoughtful integration of these tools is paramount to avoid “dashboard fatigue”—where insights are gathered but not meaningfully applied.
“We’re now developing a tool that can analyse our leaders across every country, breaking down skills by identity, allowing us to create shortlists with gender and racial diversity in mind. I have high hopes for what we can achieve.” - Practitioner in consumer goods
Ethical considerations are crucial when integrating AI into DEI processes. Practitioners stress the importance of aligning AI applications with organisational values and ensuring employees are equipped with foundational knowledge of AI’s capabilities and limitations.
“Our operations and L&D teams are working on a technical curriculum for all employees globally… We’re also focused on ensuring AI is used responsibly, integrating feedback from employees to improve the experience.” - Practitioner in technology
Building Trust Through Accountability
Employees need reassurance that their contributions will lead to tangible actions, not just reports for senior leadership. Organisations that demonstrate the practical outcomes of their DEI efforts—such as improved equity in promotions and recruitment or inclusive leadership pipelines—are more likely to maintain employee engagement and trust.
“HR is often seen as the enemy. Workers have had very bad experiences with them… When DEI practitioners come in with yet another survey, platform, or tool without explaining what it is or why it’s being introduced, that creates a massive block to people sharing their data.” - Practitioner in academia
The Path Forward
Innovation in DEI holds many opportunities to help corporate communities thrive, but it demands an ongoing commitment to refining strategies and adapting to the evolving dynamics of the modern workplace. To build truly inclusive and effective organisations, leaders should:
Standardise Data Collection: Establish consistent processes for gathering composition, segmentation, and sentiment data across regions. Use engaging tools like pulse surveys for real-time insights and enable meaningful global comparisons.
Utilise Data for Action: Ensure collected data drives visible outcomes. Tie metrics to leadership decisions and workforce strategies, use feedback loops to inform policies, and communicate progress clearly through technology and reporting.
Invest Strategically in Technology: Adopt tools that promote equity and unbiased treatment but avoid over-reliance on technology. Focus on utilising tools aligned with clear metrics and KPIs to deliver actionable results.
Integrate DEI Across Functions: Position DEI as a shared responsibility by embedding it into key functions like marketing, sales, and operations. This approach prevents siloing and fosters an organisation-wide culture of inclusion.
By embracing these steps, organisations can transition DEI from an aspirational concept to a cornerstone of their strategy, fostering workplaces that are inclusive, innovative, and equipped to meet future challenges.
This article is part of the We Create Space Insights Report | DEI Insights & Trends in 2025 series. To learn more, check out the full report here. Stay tuned for further instalments that explore practitioner insights on leadership, global challenges, and wellbeing in DEI work.
Eager to learn more about the future of DEI in 2025? Sign up for our first WCS Insight Report Discussion, where we'll further explore the impact of innovation and other themes on the DEI landscape.
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