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  • Writer's pictureDiego Tomasino

Come Out! Trends for 2023

The new year has already started with a bang, and first of all I wanted to take two seconds to wish you that 2023 is full of health, love and new challenges that will lead us to get out of our comfort zone and open our minds and hearts. 🚪🌈


We find ourselves in a world still adapting to hybrid models, while navigating seas of volatility regarding the economy and political schemes that go from one extreme to the other. The only sure thing in this context is that more than ever, efforts to strengthen the diversity, equity and inclusion (DEI) strategy are vital, in order to retain the best talent, have different points of view and generate innovation to adapt and find new markets. Today more than ever it is time to focus on people, and promote their growth in our company


Unlike last year, when trends were more focused on adapting to remote/hybrid work, use of artificial intelligence in recruiting processes, and how to get policies and benefits to reach all staff equitably, trends 2023 focus on bringing practices to reality.



1. Training all year long.

Companies have to understand once and for all that it is no longer enough to hold one diversity training a year, or just celebrate a month that corresponds to each community or group. Are we only going to celebrate gender equality for women in March? Paint our logo with the rainbow flag in June? celebrate black and people of color only on certain dates? We have to ask ourselves what the company gains by doing this only on those dates. On the one hand, it is true that we are making visible those sectors of the population that for a long time were minimized, discriminated against or excluded from the workplace, but at the same time, inclusion must be something sustainable and real. It is not enough to do it once a year.


There is a plethora of workshops and trainings that can be done throughout the twelve months of the year to stay in line with these trends.

Some topics that I suggest to you are: gender awareness, inclusive language, unconscious biases, recruitment techniques, inclusive leadership, privileges, among others. What is more, in my socials you can download the annual calendar of related dates so that you can proudly celebrate diversity throughout the year.



2. Empower ERGs.

During 2022, I had the opportunity and privilege to participate in several face-to-face talks organized by different leading institutions on inclusion issues: Pride Connection, Out and Equal, Chambers of Commerce, Equality Florida, MyGwork, and many pride parades. There was a point that was repeated in several of these events and that caught my attention: most of the people who lead ERGs (Employee Resource Groups) do so with passion and tenacity, but most lack time to get the best results. Even in the largest companies, this sometimes ends up being more of a volunteer thing than a job. And I can assure you that to achieve the success of each group it takes TIME. It is not enough to love the cause.


We cannot expect ERGs to solve all inclusion problems.

This is why a committed leadership is needed, which empowers and provides the necessary resources to the people who lead these groups, as well as to all of their members. Strategies must be outlined, with clear responsibilities and governance without so much bureaucracy. At this point, the role of the "Executive Sponsor" becomes essential, in order to strengthen communication between the Groups, Senior Management and the rest of the stakeholders.



3. Focus on allies.

A large number of the trainings that I conducted last year were focused on how to get the support of allies in the different committees or diversity actions, but mainly, with the LGBTQ community. Despite the great advances that have been made in recent years, there is still a certain reluctance to support a community of which one is not a part. Note that this does not only happen with cis heterosexual people, we also see it internally with the support for trans people, for example.


Firstly, stop insisting that only the people represented in each group should lead DEI efforts. It is important that all people join this cause, especially now that the focus is on intersectionality. We do not have just one characteristic that makes us unique. We are a melting pot of diverse identities.


Then you have to focus on “EDUCATE-MAKE VISIBLE-ACT”, a technique that I already shared in previous blogs. We must educate on issues related to gender, orientations and identities, and offer tools so that all people can support. We have to tell our stories and share testimonials from real people in the company. We must also normalize the use of pronouns and inclusive language. Although the most important thing is the involvement of senior managers in all diversity campaigns, and that they take part of all related training and training.



4. Remote and evolving work.

According to some studies, 75% of people would like to work from home two or more days a week[1] and 64% would put aside the extra money and opt for the benefits of remote work.[2]. This trend is made more complex by the fact of continuing to incorporate benefits for people, in order to strengthen the multigenerational workforce, diverse in orientations and identities.


At this point, we must also work on proximity biases, in which we tend to favor those people with whom we work or see more often.

There are cases in which promotions favor those who are going "voluntarily" to the offices, to the detriment of those who maintain the remote or hybrid scheme. It is also important to highlight the value of companies continuing to promote support and benefits related to both the physical and mental health of their staff.



5. Share the real purpose and asocciate it with the company´s values.


The last trend, personally, I feel is the most important. Having a coherent DEI strategy, associated with the company's values and well communicated is key to the commitment that must be achieved. This not only helps to enhance the other four tendencies, but also helps to manage expectations.


To achieve this successfully, the “why?” must be well defined. Think on why it is important to have a diversity and inclusion strategy. Once we answer that, it is time to design the action plan and the most effective route to achieve it.


Remember that it is not necessary to invest large amounts of money in this process. The important thing is to know the right people to achieve it and to know what the rest of the market is doing.


Finally, do not forget to carry out effective measurements (KPIs), as this will allow you to track progress and have greater transparency in the monitoring of objectives.


Businesses should strive to create an environment where everyone feels safe, valued, and respected regardless of race, gender identity, age, or sexual orientation.

This is why leaders must first learn how to make DEI a priority, and for this they must align with these trends that will mark our next 12 months.


My biggest wish for 2023 is that we achieve more and more companies out of the closet!




You can get “Come Out!” on Amazon in Spanish and Portugues


[1] https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/its-time-for-leaders-to-get-real-about-hybrid [2] https://www.teamblind.com/blog/index.php/2021/04/05/employees-willing-to-make-less-money-to-stay-home/

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