Author: April Ogden, Founder and CEO, It’s Your Outcome

What if the future of work depended on your commitment to inclusion?

As 2024 comes to a close, we’ve seen major shifts in how companies approach workplace inclusion. Some of these changes are exciting—like tech advancements that make equity scalable. Others are harder—like companies rethinking their diversity strategies due to external pressures.

But here’s the truth: the future of work belongs to organizations that make inclusion a core value. Whether you’re a leader, an HR professional, or someone passionate about fostering belonging, these late-2024 trends are lessons you can use to build a stronger workplace in 2025.

Can AI Really Fix Workplace Bias?

AI tools like Textio and InclusiveBot are changing the game by helping organizations detect bias in job postings, performance reviews, and internal communications. These tools make it easier to spot patterns we might overlook—like subtly exclusionary language in hiring materials.

But AI isn’t perfect. It’s only as good as the data it’s trained on, which means it can also replicate or amplify existing biases.

What We Can Learn: AI is a powerful ally, but it needs human insight to guide it. If your team uses AI for inclusion, make sure you’re also auditing its results and staying critical about what it’s producing.

I’ll be diving deeper into this topic at the National Career Development Association Global Conference in summer 2025, where I’ll be speaking about AI and its impact on the job search. Stay tuned for more details!

Why Inclusion Must Be Part of Your Workplace DNA

Microsoft’s 2024 Global Diversity & Inclusion Report is a great example of what happens when companies embed inclusion into the heart of their workplace. Instead of treating inclusion like a side project, Microsoft has woven it into leadership practices, hiring processes, and team dynamics. This is the future: inclusion isn’t something you “do”—it’s part of who you are as an organization.

What We Can Learn: Make inclusion a habit, not a task. When it’s part of your everyday operations, it’s more sustainable and impactful.

Stay tuned for my newest product designed to help leaders promote inclusionin their organizations. It’s tailored for action, sustainability, and real-world results!

When Priorities Shift, Leaders Innovate

Walmart made headlines in late 2024 for scaling back some diversity programs, including changes to how it approaches supplier diversity and specific equity efforts. Moves like these reflect a trend: companies reassessing how they allocate resources for inclusion.

This raises an important question: how can organizations stay committed to inclusion even when external or internal priorities shift?

What We Can Learn: Inclusion doesn’t have to disappear when priorities change. Use challenges as an opportunity to innovate and adapt—whether that’s reallocating resources or finding new ways to make an impact.

Disability Inclusion: Turning Awareness Into Action

Despite years of awareness, employees with disabilities still face significant barriers. In late 2024, reports highlighted challenges like limited advancement opportunities, bullying, and lack of accessibility.

Some companies are stepping up. For example, Accenture has long championed disability inclusion by improving recruitment processes, creating inclusive leadership pathways, and ensuring accessibility across its global operations.

What We Can Learn: It’s time to move from talk to action. Disability inclusion starts with leadership accountability, better policies, and workplaces designed for everyone—not just some.

This year, I had the privilege of speaking with leaders from Amazon, Amazon Web Services, Creative Community Services, and many others about disability inclusion in the workplace. These conversations sparked meaningful change and showcased the critical role leadership plays in creating accessible and inclusive environments.

I’m now filling up my schedule for 2025, and I’d love to bring this expertise to your organization. DM me if you’d like me to partner with your ERG or leadership team for training in 2025. Let’s work together to drive real progress and create a workplace where everyone thrives.

Gender Diversity: Building Leaders for Tomorrow

Let’s talk about leadership. Despite progress, women still hold less than 25% of global board seats and only 6% of CEO roles. Late 2024 brought renewed focus on mentorship and sponsorship programs as pathways to help women rise to leadership positions. Companies like Unilever and PepsiCo are leading the way, showing that structural support makes a difference.

What We Can Learn: Gender diversity isn’t just a “nice to have.” When leadership includes women, teams are stronger, innovation thrives, and workplaces are better equipped to succeed.

The Future of Work is Inclusive—Are You Ready?

2025 will belong to organizations that treat inclusion as more than a buzzword. The lessons from late 2024 remind us of one key truth: inclusion isn’t a moment—it’s a movement. Here’s how to take action:

1. Focus on habits, not quick fixes: Make inclusion a consistent part of how your workplace operates.
2. Embrace tools, but don’t lose the human touch: AI and tech are great, but they’re not the whole solution.
3. Lead with purpose: Inclusion isn’t just a strategy—it’s how you build workplaces that thrive.

Let’s make 2025 the year of transformation—together.

Will your organization rise to the challenge and create a culture where everyone belongs—or risk falling behind?