The phrase “First Wave DEI” refers the time period before May of 2022, with many decades of slow (and unsteady) progress toward greater awareness (and in some cases, appreciation) of the societal importance of diversity, equity and inclusion. Race, gender and sexuality were the primary focus of DEI initiatives during this period. In the workplace, Human Resources departments were primarily responsible for establishing and enforcing equitable policies.

The “Second Wave DEI” period began in the wake of George Floyd’s murder where we saw an acceleration and intensification of efforts to drive change in actions, mindsets and results. Racial equity and justice understandably took center stage, but sexuality and gender issues also gained momentum, particularly the human rights of non-binary and gender-fluid individuals. The increased focus and passion also produced an intense push-back from some individuals and groups. The societal “conversation” (and conflict) easily spilled over into the workplace conversation (and conflict).

“Third Wave DEI” refers to a near-future period when the focus of DEI initiatives expands from primarily race, gender, and sexuality to encompass the full range of human diversity. In this near-future, creating societal and workplace cultures of belonging and inclusion will mean greater attention to neurodiversity, non-traditional family structures as well as difference related to cultural, language, lifestyle and life experience, work experience… the full dimension of human diversity is almost limitless. This does not mean that the “big three” (race, gender, sexuality) represent issues that have been resolved, and these will still be areas of major focus when it comes to creating a truly inclusive society/workspace. But in Wave 3, the workplace conversation/conflict will begin to move along a different path from the societal conversation/conflict. This webinar will focus on the challenges and opportunities that will spring from this Third Wave of DEI.

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