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<p data-start="289" data-end="888">Diversity, equity and inclusion (DEI) have become a top priority for HR leaders worldwide. Organizations are increasingly recognizing that building a diverse and inclusive workplace not only strengthens company culture but also helps attract and retain top talent. After several years of heightened focus on DEI issues, the momentum continues to grow, and 2026 is expected to bring even more changes in how companies approach inclusive hiring and workplace equality. In this blog, we explore the key diversity, equity and inclusion recruiting trends that HR leaders should watch in the coming years.</p>
<h2>TL;DR</h2>
<ul>
<li>Diversity, equity and inclusion (DE&I) remain top priorities for HR leaders through 2026.</li>
<li>Hybrid-remote workforces will expand, offering flexibility and promoting workplace diversity.</li>
<li>AI and natural language processing technologies are transforming recruitment by reducing bias and improving candidate experiences.</li>
<li>Managing a multigenerational workforce requires addressing generational biases and fostering collaboration.</li>
<li>Employee mental health support continues to grow in importance, with companies expanding wellness initiatives.</li>
<li>Greater transparency in diversity goals is expected as firms commit to measurable D&I progress.</li>
</ul>
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<h2>Top 5 Recruiting Trends of Diversity, Equity and Inclusion</h2>
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<h3>1. An Expanding Hybrid-Remote Workforce</h3>
<p><span data-preserver-spaces="true">Though most remote managers are concerned about employee productivity and focus, 98% of those surveyed</span><span data-preserver-spaces="true"> want to work remotely for the rest of their careers. The <a href="https://www.ismartrecruit.com/blog-remote-work-productivity">benefits of remote working</a> are far too many, but only some things are positive about going all-remote.</span></p>
<p><span data-preserver-spaces="true">Lack of collaboration, loneliness, inability to unplug from work, and distractions at home are some of the remote workers' top struggles. Moreover, not all firms can wind up their office space and go all remote. Hence, In the coming year, you can expect organizations to find a middle ground, blending in-office and remote working models. Several companies, namely HubSpot, Dropbox, Slack, Spotify, MailChimp, and more, are embracing the </span><a href="https://www.ismartrecruit.com/blog-hybrid-strategy-remote-in-office-work">hybrid-remote style</a> of working<span data-preserver-spaces="true"> on getting the best of both worlds. The model gives employees a set of options that typically include a remote option, a flexible option (working from the office for 2-3 days a week), and an in-office opportunity.</span></p>
<p><span data-preserver-spaces="true">This model offers more flexibility to employees and allows for more predictability; hence, it is the most attractive option from a recruiting perspective. However, it will be interesting to see how firms manage equity issues as managers and executives overwhelmingly select the in-office option.</span></p>
<p><a href="https://hrforecast.com/hybrid-workplace-benefits-and-pitfalls-to-avoid/" target="_blank" rel="noopener"><span data-preserver-spaces="true">Hybrid remote work</span></a><span data-preserver-spaces="true"> is a great way to promote diversity in the workplace because it allows managers to expand their search irrespective of the geographic location. They can access a wider pool of talent to include demographics who prefer to </span>work from home<span data-preserver-spaces="true"> and face limited systemic bias, like working moms.</span></p>
<p><span data-preserver-spaces="true">A majority of the workforce has gotten used to working from home. However, there's no putting the genie back in the bottle. The year 2026 will see an expansion of the hybrid workforce that works in-office and remotely.</span></p>
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<h3>2. AI in Recruiting</h3>
<p><span data-preserver-spaces="true">AI is becoming ubiquitous in enterprise recruiting. A </span><a class="editor-rtfLink" href="https://www.gartner.com/smarterwithgartner/ai-shows-value-and-gains-traction-in-hr" target="_blank" rel="noopener"><span data-preserver-spaces="true">Gartner report</span></a><span data-preserver-spaces="true"> reveals that two-thirds of early AI adopters use AI-based solutions in their HR function and plan to double the number of projects by the end of 2024. </span></p>
<p><span data-preserver-spaces="true">Talent acquisition and recruiting are central to any HR team. AI-driven processes and<a href="https://www.ismartrecruit.com/blog-talent-acquisition-software-guide-for-recruiters"> talent acquisition tools</a> can add immense value to enterprise recruiting. It's not just transforming the HR function's performance but also removing unconscious bias and improving diversity, equity and inclusion. </span></p>
<pre><a title="Systemart Success Story using iSmartRecruit ATS+CRM" href="https://www.ismartrecruit.com/casestudy-systemart"><span data-preserver-spaces="true"><img src="https://www.ismartrecruit.com/upload/blog/Systemart-Case-Study.webp3.dat" alt="Systemart Success Story using iSmartRecruit ATS+CRM" width="1200" height="627"></span></a></pre>
<p><span data-preserver-spaces="true">Most organizations adopting AI in the HR space are focusing on three core areas - </span></p>
<ul>
<li><span data-preserver-spaces="true">HR operations </span></li>
<li><span data-preserver-spaces="true">Talent acquisition </span></li>
<li><span data-preserver-spaces="true">Employee engagement</span></li>
</ul>
<p><span data-preserver-spaces="true">For instance, AI can transform traditional </span>hiring <span data-preserver-spaces="true">by making job listings more discoverable to potential candidates. AI-powered chatbots have also become a common tool for HR teams who use them for the initial phases of applicant screening and interview scheduling. </span></p>
<p><span data-preserver-spaces="true">Meanwhile, AI-powered tools like </span><a class="editor-rtfLink" href="https://joonko.co/" target="_blank" rel="noopener"><span data-preserver-spaces="true">Joonko</span></a><span data-preserver-spaces="true"> connect with a firm's </span><a class="editor-rtfLink" href="https://www.ismartrecruit.com/blog-applicant-tracking-system-guide-for-recruiters">application tracking system (ATS)</a><span data-preserver-spaces="true"> to find pre-qualified talent from underrepresented sectors. The AI-enabled diversity-first recruiting tool removes human bias and error and helps recruiters bring in already-vetted candidates of racial, ethnic and gender minorities.</span></p>
<p><span data-preserver-spaces="true">Similar to AI is NLP or natural language processing, which revolutionizes <a href="https://www.ismartrecruit.com/blog-ways-recruiters-source-the-candidates">sourcing, screening, and assessing candidates</a>. Using NLP, recruiters can quickly identify candidates. The technology is also being combined with voice recognition to ensure quicker review and analysis of job interviews. </span></p>
<p><span data-preserver-spaces="true">In the coming years, you can expect many companies to leverage AI to improve their HR processes. The technology will only become more advanced and sophisticated, making it a significant part of the <a href="https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters">recruitment process</a> and its workflow. </span></p>
<p><span data-preserver-spaces="true">It will be incumbent on HR leaders and hiring managers to find innovative ways to build a highly efficient and personalized candidate experience. To achieve this, they will need to count on AI by automating workflows, stages, and assessments.</span></p>
<h3>3. Multigenerational Workforce</h3>
<p><span data-preserver-spaces="true">With five generations at the workplace, today's work environment is multigenerational. Thanks to the firms upholding Diversity, equity and inclusion, many have employees ranging from ageing baby boomers to Generation Z in the workplace.</span></p>
<p><span data-preserver-spaces="true">Each group has its ideas, views, experiences, and aspirations. Hence, such a diverse workforce will require a much more collaborative, networked, and fluid workplace where each cohort is equally engaged.</span></p>
<p><span data-preserver-spaces="true">In a </span><a class="editor-rtfLink" href="https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2020/leading-a-multi-generational-workforce.html" target="_blank" rel="noopener"><u><span data-preserver-spaces="true">recent Deloitte survey</span></u></a><span data-preserver-spaces="true">, more than half of the respondents shared that organizations should consider generational differences when designing and delivering employee programs. However, only 6% of respondents strongly agree that their leaders can effectively lead a multigenerational workforce.</span></p>
<p><span data-preserver-spaces="true">For instance, HR teams need to be equipped enough to combat generational bias and stereotypes. Most organizations pretend that these do not exist. Instead, they should acknowledge and contemplate the differences and harness the strengths of each generation. Moreover, they must train the teams to confront age-based stereotypes through role-playing exercises. Such initiatives will bring several misconceptions to the forefront, making employees aware of their assumptions and building a harmonized multigenerational team.</span></p>
<p><span data-preserver-spaces="true">Going forward, it will be necessary for organizations to </span>adapt their HR initiatives<span data-preserver-spaces="true"> to uphold a multigenerational workforce. HR leaders will play a prime role in fostering an environment where employees of all generations feel valued. Thus, they must ensure that their DE&I initiatives solve real and pressing problems.</span></p>
<h3>4. Increasing Support for Employee Mental Health</h3>
<p><span data-preserver-spaces="true">One of the top things battling the COVID pandemic for two years has brought to the forefront is the awareness of mental health. </span><a class="editor-rtfLink" href="https://www.gartner.com/smarterwithgartner/9-work-trends-that-hr-leaders-cant-ignore-in-2021" target="_blank" rel="noopener"><u><span data-preserver-spaces="true">Gartner confirms</span></u></a><span data-preserver-spaces="true"> that </span><strong>by March 2021</strong><span data-preserver-spaces="true">, 68% of organizations had introduced at least one mental health and wellness initiative to aid and support their teams during this period. The pandemic caused increased stress among people constantly worrying about their health, families, kids' education, and job security.</span></p>
<p><span data-preserver-spaces="true">In a 2021 Lyra Health Study, one-quarter of 1000 working adults reported that their mental health declined over the past year, doubling diagnosable mental health conditions. Further, 71% of candidates now expect their prospective employers to offer mental health benefits.</span></p>
<p><span data-preserver-spaces="true">Thus, HR teams started prioritizing mental health and creating wellness and employee assistance programs. For instance, Salesforce started scheduling routine <strong>'Wellbeing Fridays'</strong> when they said their employees weren't taking vacations. The employees were encouraged to take a mandated day off to disconnect from their screens.</span></p>
<p><a class="editor-rtfLink" href="https://www.accountingtoday.com/news/pwc-paying-employees-to-take-vacation" target="_blank" rel="noopener"><u><span data-preserver-spaces="true">PwC</span></u></a><span data-preserver-spaces="true"> announced that all the employees would receive a </span><strong>$250</strong><span data-preserver-spaces="true"> bonus each time they took a full week's vacation. Similarly, many companies have introduced ongoing health and safety policies around the coronavirus. A few instituted particular time-away policies for their employees to care for their loved ones suffering from COVID-19. Others rolled out flexible work-from-home policies for employees who are uncomfortable </span><span data-preserver-spaces="true">returning to offices</span><span data-preserver-spaces="true">.</span></p>
<p><span data-preserver-spaces="true">After the challenges and disappointments faced by most people in 2020 and 2021, companies further realized the <a href="https://www.ismartrecruit.com/blog-employee-wellness-programmes">importance of employee well-being</a> and mental health, leading to the increased use of <a href="https://www.findemr.com/resources/top-5-mental-health-ehr-software-comparison-for-this-year/" target="_blank" rel="noopener">mental health ehr</a> systems to better manage and support employee wellness.<br><br>As organizations continue prioritizing employee wellness, the adoption of electronic health records and <a href="https://healthray.com/blog/emr/best-emr-software-in-india/" target="_blank" rel="noopener">electronic medical records software</a> is helping healthcare providers streamline mental health data management, improve patient care coordination, and ensure secure access to employee health information.<br></span></p>
<p><span data-preserver-spaces="true">In the coming year, you can expect more firms to de-stigmatize mental health by expanding mental health benefits. Companies will continue to build a culture of compassion and empathy and invest resources to meet their employees' psychological and physical needs.</span></p>
<h3>5. More Transparency in Diversity Goals</h3>
<p><span data-preserver-spaces="true">Diversity, equity and inclusion is the cornerstone of every organization that desires to win and retain top talent, improve customer experience, and boost financial performance. </span><a class="editor-rtfLink" href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/delivering-through-diversity" target="_blank" rel="noopener nofollow"><u><span data-preserver-spaces="true">McKinsey's research</span></u></a><span data-preserver-spaces="true"> clearly links diversity to financial performance.</span></p>
<p>No wonder several companies have committed to Diversity, equity and inclusion. In JUST Capital's survey of 890 firms, 86% disclosed a diversity and equal opportunity (D&EO) policy, exhibiting their strong commitment to diversity. However, only 11% disclosed their actual and measurable targets transparently.</p>
<pre><img src="https://www.ismartrecruit.com/upload/blog/Diversity_Goals.webp.dat" alt="Diversity Goals" width="1088" height="550"></pre>
<p><span data-preserver-spaces="true">This data clearly shows that companies aren't ready to disclose their progress on Diversity, equity and inclusion data. However, this will change in 2026 as more organizations ramp up their D&I initiatives and are more equipped to uphold diversity.</span></p>
<p><span data-preserver-spaces="true">Giant companies like PwC believe transparency can contribute to progress in the field of D&I. Hence, they continue to share </span><a class="editor-rtfLink" href="https://www.pwc.com/gx/en/issues/reinventing-the-future/take-on-tomorrow/diversity-transparency.html" target="_blank" rel="noopener"><u><span data-preserver-spaces="true">detailed data</span></u></a><span data-preserver-spaces="true"> on the diversity of their employees.</span></p>
<p><span data-preserver-spaces="true">Such detailed reports are bound to persuade organizations to move faster in achieving their D&I goals. An increasing number of businesses recognize that transparency grounds everything and throws light on areas they can improve.</span></p>
<h2>Final Thoughts on Diversity, Equity and Inclusion</h2>
<p>Diversity, equity and inclusion (DEI) have become critical drivers of organizational performance, innovation, and long-term success. In recent years, cultural and sociopolitical shifts have significantly influenced how companies approach diversity in the workplace, making inclusive hiring and equitable practices more important than ever.</p>
<p>The diversity, equity and inclusion recruiting trends discussed above highlight how HR leaders can build stronger, more inclusive organizations while improving recruitment outcomes. By understanding and adapting to these DEI trends, organizations can develop data-driven strategies that support diverse talent pipelines, create equal opportunities, and foster a workplace culture where every employee can thrive.</p>
<pre><a title="Streamline your hiring process now with iSmartRecruit!!" href="https://www.ismartrecruit.com/request-demo?utm_source=blog&utm_medium=blog_cta_image&utm_campaign=cta_demo"><img src="https://www.ismartrecruit.com/upload/blog/Recruiting-the-old-way.webp51.dat" alt="" width="1260" height="230"></a></pre>
<div class="faqs">
<h2>FAQs - Frequently Asked Questions</h2>
<h3>1. What is diversity, equity and inclusion (DEI)?</h3>
<p>Diversity, equity and inclusion (DEI) refers to workplace practices that ensure fair opportunities, representation, and a sense of belonging for employees from different backgrounds.</p>
<h3>2. Why is DEI important in recruitment?</h3>
<p>DEI helps organizations attract diverse talent, reduce hiring bias, improve innovation, and build stronger workplace cultures.</p>
<h3>3. How does remote work support diversity hiring?</h3>
<p>Remote and hybrid work allow companies to hire talent from different locations and backgrounds, helping create a more diverse workforce.</p>
<h3>4. How can AI improve diversity in recruitment?</h3>
<p>AI recruitment tools help reduce bias in candidate screening and expand sourcing to reach more diverse talent pools.</p>
<h3>5. What are the main DEI recruiting trends?</h3>
<p>Key trends include inclusive hiring practices, AI in recruitment, hybrid workplaces, transparent diversity reporting, and multigenerational workforces.</p>
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