Based on this year’s data, companies are still committed to their diversity and inclusion 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 linked diversity and inclusion outcomes to their managers’ performance. Only 33% had specific inclusion goals for managers, and 39% had set measurable diversity goals at that level. These numbers are still much lower than the proportion of companies with overall DE&I 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, 71% provided unconscious bias training for managers, while 62% offered training to HR professionals. These changes 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 is 65% for this year’s report. 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.