Based on this year’s data, companies are still committed to their DEI goals. Overall, 74% of companies focused on having measurable diversity goals. Regarding inclusion, 65% of companies had measurable inclusion goals.
In line with the 2024 report, approximately three-quarters of GIR companies regularly report on diversity and inclusion.
Fewer companies are linking diversity and inclusion outcomes to their managers’ performance. Only 33% have specific inclusion goals for managers, and 39% have set measurable diversity goals at that level. These numbers have decreased slightly from last year and are still much lower than the proportion of companies with overall DEI strategies.
The gap indicates a potential disconnect: while many organizations continue to promote diversity and inclusion at a high level, fewer are integrating these priorities into their leadership’s daily responsibilities.
The share of companies offering unconscious bias training to managers and HR professionals has declined. In 2024’s report 78% provided training for managers, while 69% offered it to HR professionals. These changes appear to reflect a broader trend of reduced accountability for managers in diversity and inclusion efforts, as also seen in the decrease in manager-specific DEI goals.
Unconscious bias training for employees has increased slightly, rising from 63% in 2024 to 65% this year. This shift may suggest that while targeted training for leadership is becoming less common, organizations are working to make learning opportunities more widely accessible across employee groups.
The continued investment in employee-level training points to a sustained commitment to building inclusive workplace cultures through education.