How the definition of DEI is evolving in 2025

The concept of Diversity, Equity, and Inclusion (DEI) is not new. DEI as an organisational framework can be traced as far back as the 1960s as a result of the US Civil Right Act. However, the essence of DEI has been present throughout human history – rooted in the belief that societies thrive when they are inclusive and provide equal opportunities for all. Throughout it’s history and across the world, DEI goes by many names and has many definitions. In 2025, this framework is entering a transformative phase – and HR teams needs to be at the forefront of this transformation.

In this article, we are going to explore the current business landscape for DE&I and impact these transformations will have on the workplace, and business in general.

Defining DEI and Its Variations

DEI stands for Diversity, Equity, and Inclusion, an organisational framework focused on recognizing, supporting, and embracing individuals from all racial, sexual, gender, religious, and socioeconomic backgrounds. This acronym may include an extra ‘E’ to stand for ‘Equality’ or appear in another order, such as, EDI (equity/equality, diversity and inclusion), DEI&E (diversity, equity, inclusion and equality). Many organisations choose to include their DE&I efforts in their Corporate Social Responsibility (CSR) initiatives.

At minimum, DEI is intended to mitigate bias in business to comply as an ‘equal opportunity employer.’ At best, employers who adopt DEI as an organisational value experience the benefits of a psychologically safe and inclusive workplace where anyone has the opportunity to succeed based on their merit.

DEI strategies for businesses

In a time of uncertainty where businesses are grappling with the change in sentiment involving DEI, it is important to evaluate the communication and implementation of DEI at your organisation.

The business’ implementation plan will make a significant difference in the effectiveness of an organisation’s effectiveness achieving a fair workplace. Here are a few implementation techniques to ensure DEI values get put into practice at your organisation:

• Regularly review compensation and benefits to ensure they are comparable for employees with similar responsibilities and role expectations
• Appoint somebody in your leadership team to advocate for DEI values
• Adopt inclusive language into any writing at your business (both internal and external)
• Hire a third-party confidant, auditor, or support system to give feedback loops without fear of a conflict of interest
• Whenever possible, demonstrate how your DEI values contributes to overall organisation success (consider both your current successes, as well as your goals)

To evaluate the communication surrounding your business’ values towards creating a fair workplace for all, there are a few questions to ask yourself:

• Is communication surrounding DEI clear and easy to understand? Do you tend to use a lot of corporate jargon?
• Does your communication actually reflect the DEI activities and initiatives present at the workplace? Does it resonate with employees, or does it feel hollow?
• Do you have any DEI goals or initiatives which involve making decisions based on race, gender, religion, etc? If so, do you communicate with adequate context and relate those goals or initiatives to how they contribute to your business’ success?

What is your DEI strategy for 2025?

Octagon Professionals is a team made up of expats and internationals – diversity is in our DNA. We love to work with companies who are motivated to create a culture of safety and inclusion, and help them experience the real organisational benefits of such a culture. Would you like to learn more about how we can help? Send us a message today!