Over the next decade, the definition of diversity in the workplace will continue to be a topic of discussion. What was once deemed as primary (race, gender, ethnicity, LGBTQ+, abilities, age, religion) and secondary (socioeconomic, education, geography, family, job function) dimensions of diversity are now overlapping.
As intersectionality becomes more prevalent, D&I programs will need to expand their scope to include these emerging secondary dimensions of diversity. The intersections between diverse employee groups will continue to grow and blend, requiring new, more complex levels of collaboration and coordination across a wide range of differences. Having five generations in the workforce at the same time will add further complexity to these challenges. Providing benefits that meet the needs of workers at different stages of life will require new strategies and rethinking traditional offerings.