Top Workplace Trend Number 4

Top Ten Work Trends Quarterly Updates

A diverse group of SIOP members are serving as Trend Champions for the people-related work trends that SIOP members collaboratively predicted to be the most impactful in 2023. Each Trend Champion has expertise in and professional passion for their trend subject. SIOP appreciates their service to the profession in providing quarterly updates on their chosen topics.

Find the full list of topics and links to the other Top 10 Work Trends here

Trend #4: Ensuring Inclusive Environments and Cultures

2023 1st Quarter Update

The start of 2023 has brought significant challenges in ensuring inclusive environments and cultures. The wave of layoffs, particularly in large tech companies, disproportionately impacted diversity and inclusion roles, with some companies laying off entire diversity teams. This makes the experts and the public wonder just how sincere the diversity efforts of the last three years have been.

A recent article in the MIT Sloan Management Review points to limitations of interventions that maintain the inclusion façade rather than genuine, deep inclusion and valuing of diverse voices. Going beyond the inclusion façade means that employees from different demographic groups are equally able to impact organizational decision-making. The field of organizational psychology can help organizations measure this type of impact and support inclusion beyond the façade and checking boxes.

Deep-level inclusion work requires a systemic approach and systems thinking. Systems thinking has been lacking in various organizational interventions – including diversity-focused. Taking steps toward facilitating systemic change can take diversity efforts beyond the surface ups and downs driven by the political and economic climate, and turn inclusion into a truly embedded cultural and structural advantage. 

Building the systemic thinking advantage in organizations requires, in part, diversifying the collective cognition in leadership. One of the way ways to do this is through neurodiversity inclusion – a topic of growing significance that was a focus of the latest issue of the Industrial and Organizational Psychology journal. Of course, increasing neurodiversity in leadership will require letting go of stereotypes and biases that impact both practice and research. And while the I/O psychology field still has some work to do in becoming attuned to all facets and intersectionalities of diversity, the upcoming SIOP conference promises to be a not-to-miss forum focused, among other topics, on making organizations more inclusive, regardless of political and economic ups and downs.

Champion: Ludmila Praslova

Ludmila N. Praslova, Ph.D., SHRM-SCP uses her extensive experience with global, cultural, demographic, and ability diversity to help create inclusive and equitable workplaces. She is a Professor of Psychology and the founding Director of Graduate Programs in Industrial-Organizational Psychology at Vanguard University of Southern California. Prior to her academic career, she built inclusive cultures in global organizations. Her current consulting is focused on supporting organizations in creating systemic inclusion informed by an understanding of neurodiversity. She is the editor of the upcoming special issue of the Consulting Psychology Journal: Practice and Research on Disability inclusion in the workplace: From “accommodation” to inclusive organizational design.