Emerging DEI trends in 2022
2021 saw the great upheaval that was COVID-19, especially in the field of HR. But what will this year bring for diversity and inclusion? Canadian HR Reporter spoke with three industry experts about the trends ahead in HR
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For HR professionals, 2022 will usher in trends in diversity and inclusion that will include a doubling down in some of the areas that have already bubbled up during the pandemic, according to some industry experts, with one of the main issues being recruitment and retention.
“There is a trend in employee experience which to me is rebranding inclusion in a more palatable way, because what organizations are looking for right now this year is recruiting; providing a great employee experience is actually number two, whereas last year it was number five in our trends record,” says Cinnamon Clark, practice lead for DEI services at McLean & Company in San Diego, California.
“But employee experience to me speaks to inclusion, it speaks to belonging, it speaks to having employees’ voices being heard and having some autonomy over what happens in the workplace.”
But for some who have only dipped toes into the DEI pool, there remains plenty of trepidation.
“I speak with a lot of client organizations who say that we don’t want to get this wrong,” says Eva Kwok, principal at Mercer Canada in Toronto. “I think it’s the most critical part, because organizations that might be afraid of making a misstep maybe miss an opportunity to demonstrate that they do want to take that step and take that action.”
To help combat this reluctance, frequent discussions around a company’s inclusion strategy are key to understanding what's needed and helping move it forward, she says.
Leading from above
As these DEI plans continue to be refined and as time passes, measurement of their effects will be something that C-suite members will have to consider in 2022, says Kwok.
“There’s going to be more calls from stakeholders—such as boards—that are going to call for greater transparency across DEI, and so organizations probably need to continue to be prepared for that. Organizations that are far along the spectrum, they’re starting to think about: ‘Can I integrate some of this into the incentive program designed to understand how my most senior leaders in the organization are tracking towards some of these goals and how they can be rewarded?’ That’s a trend that employers are starting to think a little bit more about.”
The executive team will also move away from only compliance-based DEI efforts and more toward fostering a greater sense of inclusion within the workforce, says Clark.
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of professionals say DEI has been newly added to their responsibilities
of professionals report that ESG is now part of their department
of professionals confirm
that CSR has been added to their role
of professionals have had at least one of these three new responsibilities added
62%
47%
49%
83%
New roles in HR departments
“Employers could not overemphasize the need for good communication with employees, and so to be able to engage employees on the DEI journey to have a two-way dialogue is really important. Oftentimes, employers don’t spend as much time in this area as they could, especially with respect to DEI.”
Some organizations may be moving DEI plans into the background because press coverage of the tragic events surrounding George Floyd’s death in 2020 has now diminished, says Clark.
“A lot of organizations are under less pressure to really do something about it. Organizations are looking for quick wins, and when you’re talking about non-tangible, squishy inclusion factors, it’s important to [remember] that just because you can’t see it doesn’t mean it’s not happening, because the press is not on right now. Organizations are moving back because they don’t have to, and they’re not addressing the systemic [issues] when we need to be looking for opportunities to lay a solid foundation to create an environment that will foster enduring change and not just because there’s this huge civil rights movement that we’ll probably never see in our whole lifetime.”
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Engaging employees
But one trend that might counteract this is also coming to the surface, according to Peacock, and that is happening at the employee level.
“Employees seem to be taking a deeper and more vocal interest in [DEI]; it’s not seen as an HR issue any more. It really comes down to the leadership in an organization and what they want for their organization and how they make sure that that happens. But specifically with DEI, it’s more pervasive now. It’s becoming more of an employee issue, as opposed to a leadership or an HR-centric issue.”
While the pandemic has caused great upheaval, it’s also a good time to drive the conversation forward among the workforce, says Kwok.
Edward D. Jones Sr. establishes Edward D. Jones & Co. in 1922, determined his company will treat associates as partners and treat clients fairly by offering appropriate, quality investments. The firm’s office in downtown St. Louis is a single room furnished with a desk, three chairs and a hat rack.
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Edward D. Jones Sr. establishes Edward D. Jones & Co. in 1922, determined his company will treat associates as partners and treat clients fairly by offering appropriate, quality investments. The firm’s office in downtown St. Louis is a single room furnished with a desk, three chairs and a hat rack.
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“If we focus on the equity versus the equality, everybody needs something different to be successful, and we must realize that each of the individuals that we deal with on a day-to-day is different and needs different things. It’s important and a key component of an actual, inclusive environment, so focus on the individual needs of employees and less on the compliance; a true inclusion strategy is just that: inclusive and fluid, not static."
Edward D. Jones Sr. establishes Edward D. Jones & Co. in 1922, determined his company will treat associates as partners and treat clients fairly by offering appropriate, quality investments. The firm’s office in downtown St. Louis is a single room furnished with a desk, three chairs and a hat rack.
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“More and more customers are going to want to deal with organizations that are ethically sound, and part of being an ethical organization is having that DEI lens and showing it”
MELANIE PEACOCK,
MOUNT ROYAL UNIVERSITY
of HR departments report that retention has been negatively affected
FY 14
FY 15
FY 16
FY 17
FY 18
In Partnership with
The HR consultancy released its set of trends for the new year, predicting that HR will spend 25 per cent more time working on recruiting and retention, and this will become the number one issue in HR.
The recent push by many companies to boost DEI within their organizations may prove fruitful on that attraction front, according to an academic.
“It’ll have a huge impact on employment branding: your organization’s efforts will become known; the work will speak for itself, and it’ll create a strong employment brand for you,” says Melanie Peacock, associate professor of human resources at Mount Royal University in Calgary.
“We talk a lot about companies going green and being environmentally sound and all those things, but more and more, customers are going to want to deal with organizations that are ethically sound, and part of being an ethical organization is having that DEI lens and showing it through your actions.”
Employee experience
“If you create a space where they can talk and feel valued and feel safe to share who they are authentically, then that’s going to foster an environment that makes people want to talk”
CINNAMON CLARK,
MCLEAN & COMPANY
Industry Experts
Cinnamon Clark is a practice lead, diversity, equity and inclusion (DEI) services, at McLean & Company, where she heads up the development and delivery of client-facing services such as DEI strategy, diagnostics, change management and workshops. She also advises the corporate HR team on DEI strategy and initiatives across Info-Tech Research Group’s companies.
Clark is passionate about organizational change through the cultivation of inclusive work environments and the leveraging of diversity of thought and experience to take organizational cultures to the next level. A high-energy DEI leader who values relationship building and innovative solutions to complex human resources issues, she is committed personally and professionally to advancing DEI initiatives and blazing the path for future leaders to be treated equitably in the workplace.
McLean & Company
Cinnamon Clark
Melanie Peacock is an associate professor of human resources at Mount Royal University and has almost 30 years of experience as an HR management professional. She is an active and sought-after local, provincial and national media contributor and commentator. Further, as an engaging speaker and presenter, she encourages people to enhance their work and pursue self-development.
Peacock has been teaching in post-secondary institutions since 1991 and joined Mount Royal University in 2004.
She believes in lifelong learning and creating valuable learning environments through social constructivism. Her commitment to this philosophy was displayed through her PhD work, which focused on student engagement in blended delivery environments.
Mount Royal University
Melanie Peacock
Eva Kwok is a principal in Mercer’s Career practice in Toronto. She is also chair of the Women@Mercer Toronto Business Resource Group and the Canadian expert for Mercer’s When Women Thrive research on gender equity.
Kwok has more than 10 years' experience as a total rewards professional both in industry and as a consultant. She works with public and private organizations to develop effective total rewards solutions. Her expertise includes creating compensation structures and developing total rewards and diversity, equity and inclusion strategies. She engages with clients across various industries to develop effective compensation strategies that attract, engage and retain critical talent. Her approach considers the impact of all elements of total rewards on the employee experience, including compensation, benefits and pensions, career development and wellbeing programs.
Mount Royal University
Eva Kwok
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Velit egestas vel ornare pellentesque ridiculus. Mauris tempor augue quis mattis suspendisse feugiat commodo posuere. Faucibus massa adipiscing nullam elit, ac vel accumsan. Phasellus eget ac dignissim fermentum ac placerat elit, metus. Nulla porttitor ante egestas molestie quis quam. Pharetra magna sit mauris tellus gravida rutrum libero sit. Justo orci cras euismod proin massa lorem ut. In non tellus phasellus faucibus ullamcorper nullam odio dui et.
MFAA head credit adviser, Finsure Finance and Insurance
Mark HarChristopher Leeon
Christopher Lee
MFAA head credit adviser, Finsure Finance and Insurance
Melanie Peacock
Mount Royal University
Eva Kwok
Mercer Canada
Cinnamon Clark
McLean & Company
Industry Experts
Cinnamon Clark is a practice lead, diversity, equity and inclusion (DEI) services, at McLean & Company, where she heads up the development and delivery of client-facing services such as DEI strategy, diagnostics, change management and workshops. She also advises the corporate HR team on DEI strategy and initiatives across Info-Tech Research Group’s companies.
Clark is passionate about organizational change through the cultivation of inclusive work environments and the leveraging of diversity of thought and experience to take organizational cultures to the next level. A high-energy DEI leader who values relationship building and innovative solutions to complex human resources issues, she is committed personally and professionally to advancing DEI initiatives and blazing the path for future leaders to be treated equitably in the workplace.
McLean & Company
Cinnamon Clark
Eva Kwok is a principal in Mercer’s Career practice in Toronto. She is also chair of the Women@Mercer Toronto Business Resource Group and the Canadian expert for Mercer’s When Women Thrive research on gender equity.
Kwok has more than 10 years' experience as a total rewards professional both in industry and as a consultant. She works with public and private organizations to develop effective total rewards solutions. Her expertise includes creating compensation structures and developing total rewards and diversity, equity and inclusion strategies. She engages with clients across various industries to develop effective compensation strategies that attract, engage and retain critical talent. Her approach considers the impact of all elements of total rewards on the employee experience, including compensation, benefits and pensions, career development and wellbeing programs.
Mercer Canada
Eva Kwok
Melanie Peacock is an associate professor of human resources at Mount Royal University and has almost 30 years of experience as an HR management professional. She is an active and sought-after local, provincial and national media contributor and commentator. Further, as an engaging speaker and presenter, she encourages people to enhance their work and pursue self-development.
Peacock has been teaching in post-secondary institutions since 1991 and joined Mount Royal University in 2004.
She believes in lifelong learning and creating valuable learning environments through social constructivism. Her commitment to this philosophy was displayed through her PhD work, which focused on student engagement in blended delivery environments.
Mount Royal University
Melanie Peacock
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Tellus in penatibus condimentum malesuada ante vulputate nisi, arcu leo. Amet urna sapien purus vestibulum fermentum a. Cursus metus massa donec sed varius. Nunc enim sit morbi lacus, molestie et nunc. Nullam sed facilisi id malesuada. Ante purus velit, quam scelerisque ultrices scelerisque donec.
Velit egestas vel ornare pellentesque ridiculus. Mauris tempor augue quis mattis suspendisse feugiat commodo posuere. Faucibus massa adipiscing nullam elit, ac vel accumsan. Phasellus eget ac dignissim fermentum ac placerat elit, metus. Nulla porttitor ante egestas molestie quis quam. Pharetra magna sit mauris tellus gravida rutrum libero sit. Justo orci cras euismod proin massa lorem ut. In non tellus phasellus faucibus ullamcorper nullam odio dui et.
MFAA head credit adviser, Finsure Finance and Insurance
Christopher Lee
Christopher Lee
MFAA head credit adviser, Finsure Finance and Insurance
Melanie Peacock
Mount Royal University
Eva Kwok
Mercer Canada
Cinnamon Clark
McLean & Company
Industry Experts
Cinnamon Clark is a practice lead, diversity, equity and inclusion (DEI) services, at McLean & Company, where she heads up the development and delivery of client-facing services such as DEI strategy, diagnostics, change management and workshops. She also advises the corporate HR team on DEI strategy and initiatives across Info-Tech Research Group’s companies.
Clark is passionate about organizational change through the cultivation of inclusive work environments and the leveraging of diversity of thought and experience to take organizational cultures to the next level. A high-energy DEI leader who values relationship building and innovative solutions to complex human resources issues, she is committed personally and professionally to advancing DEI initiatives and blazing the path for future leaders to be treated equitably in the workplace.
McLean & Company
Cinnamon Clark
Eva Kwok is a principal in Mercer’s Career practice in Toronto. She is also chair of the Women@Mercer Toronto Business Resource Group and the Canadian expert for Mercer’s When Women Thrive research on gender equity.
Kwok has more than 10 years' experience as a total rewards professional both in industry and as a consultant. She works with public and private organizations to develop effective total rewards solutions. Her expertise includes creating compensation structures and developing total rewards and diversity, equity and inclusion strategies. She engages with clients across various industries to develop effective compensation strategies that attract, engage and retain critical talent. Her approach considers the impact of all elements of total rewards on the employee experience, including compensation, benefits and pensions, career development and wellbeing programs.
Mercer Canada
Eva Kwok
Melanie Peacock is an associate professor of human resources at Mount Royal University and has almost 30 years of experience as an HR management professional. She is an active and sought-after local, provincial and national media contributor and commentator. Further, as an engaging speaker and presenter, she encourages people to enhance their work and pursue self-development.
Peacock has been teaching in post-secondary institutions since 1991 and joined Mount Royal University in 2004.
She believes in lifelong learning and creating valuable learning environments through social constructivism. Her commitment to this philosophy was displayed through her PhD work, which focused on student engagement in blended delivery environments.
Mount Royal University
Melanie Peacock
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Tellus in penatibus condimentum malesuada ante vulputate nisi, arcu leo. Amet urna sapien purus vestibulum fermentum a. Cursus metus massa donec sed varius. Nunc enim sit morbi lacus, molestie et nunc. Nullam sed facilisi id malesuada. Ante purus velit, quam scelerisque ultrices scelerisque donec.
Velit egestas vel ornare pellentesque ridiculus. Mauris tempor augue quis mattis suspendisse feugiat commodo posuere. Faucibus massa adipiscing nullam elit, ac vel accumsan. Phasellus eget ac dignissim fermentum ac placerat elit, metus. Nulla porttitor ante egestas molestie quis quam. Pharetra magna sit mauris tellus gravida rutrum libero sit. Justo orci cras euismod proin massa lorem ut. In non tellus phasellus faucibus ullamcorper nullam odio dui et.
MFAA head credit adviser, Finsure Finance and Insurance
Christopher Lee
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Cinnamon Clark
McLean & Company
Melanie Peacock
Mount Royal University
Eva Kwok
Mercer Canada
Christopher Lee
MFAA head credit adviser, Finsure Finance and Insurance
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“Employers could not overemphasize the need for good communication with employees, and so to be able to engage employees on the DEI journey to have a two-way dialogue is really important”
EVA KWOK,
MERCER CANADA
It all comes down to knowing if you have created the proper level of confidence among employees, or none of this will matter, says Peacock.
“If your HR department isn’t trusted, and you go out and say to people, ‘We want to hear your stories, we want you to share your experiences with us,’ nothing’s going to happen. You have to start working on making sure you’re a trusted, valued resource, and then people will share their stories with you. If you’re not, fix that problem first.”
of HR departments say employee attraction has fared worse
34%
23%
Source: McLean & Company 2022 HR Trends Report
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Source: McLean & Company 2022 HR Trends Report
“Employers could not overemphasize the need for good communication with employees, and so to be able to engage employees on the DEI journey to have a two-way dialogue is really important”
Eva Kwok,
Mercer Canada
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