Inclusion On The Rise, Just Under The Radar

Forbes

04-05-2025

New data confirms that companies are doubling down on inclusion, yet more quietly than in the past.
In my interview with Sona Khosla, chief impact officer at Benevity, she shared that despite the perception that organizations are scaling back inclusion efforts, their data suggest the opposite.
According to Benevity's 2025 Executive CSR Report, 76% of corporate social responsibility (CSR) leaders are saying that they're going to increase their investments in the next year. Khosla says, 'When we look at the top reasons that they're doing this work, it's the return on investment for the business. They know it drives value.'
Employee resource groups (ERGs) are the top investment area where respondents expect their organization to increase support over the next 12 months, followed by employee volunteerism and developing ethical business practices around artificial intelligence (AI).
'Shareholders are often reacting to changing consumer needs, driven largely by younger generations. Having a pulse on younger generations' views is a byproduct of inclusion. Generation Z is not going to change their value of inclusion. They're not going to stop caring about the environment or stop caring about human rights. Organizations that lead with these needs in mind will be more relevant in the future.'
Benevity's research validates an overwhelming majority of employees who have worked for companies offering ERGs agree they have a positive impact on belonging, inclusivity and well-being, improving company culture overall. Their research found that 80% of companies say ERGs are increasing in significance and, by working more closely with other departments, are helping companies become more diverse, inclusive, equitable and better businesses.
Khosla shares that most leaders want to continue inclusion work. 'They don't want a target on their backs. They just don't want to be that poppy standing up in the field right now, highly visible. There are a number of companies that have said that inclusion is in their DNA, so they could not remove it even if they wanted.'
Inclusion is like an ingredient in a cake that has already been baked. For many organizations that have been doing inclusion work for years, if not decades, it would be like taking out an ingredient that had already been baked into it. Inclusion is already embedded in their cultures so it is impossible to remove it.
For organizations that don't want unnecessary attention or are afraid of legal repercussions due to the new administration, you're not alone. Many organizations still deeply care about inclusion work and are doing it under the radar. That could mean shifting language, refraining from external communications, or ensuring that all inclusion efforts are intentionally including everyone as they were originally intended to do so.
Future generations are counting on leaders to stay focused on inclusion. Not only were they raised to value diversity and inclusion, it is a natural part of their lives. For leaders who want to avoid short-term pushback, the risk is the long-term impact to the business.
Benevity's data confirms companies are increasing inclusion investments, particularly in employee resource groups, despite a quieter public approach. Many leaders believe inclusion is integral to their company culture and essential for future relevance, especially with younger generations.