DIVERSITY, EQUITY & INCLUSION INITIATIVE

2024 Trends

Integrating diversity equity inclusion (DEI) into wellness enhances the effectiveness of initiatives through personalized care, access, representation, community trust and engagement, and innovation. These trends demonstrate a holistic approach to foster DEI in the wellness industry.

The concept of inclusive wellness, centered on peace and community, emphasizes cultural practices and emotional support for diverse groups. This is a starting point of understanding, a place to revisit consistently for continued growth. Mental, physical, and financial elements are key factors in inclusive wellness. Our trends provide a path to these through knowledge building, addressing systemic financial literacy gaps, integrating diversity in AI, and utilizing mixed method research.

Trend 1: Inclusive Wellness Begins with Peace of Mind

Whether spending time in community, practicing mindful movement, or exploring within, wellness is increasingly defined as a feeling of peace. The Diversity Equity Inclusion Initiative interview series aims to define inclusive wellness and celebrate #ChoosingDiverseVoices. One common theme has been the overwhelming desire for peace. It’s an opportunity to shed the roles we’ve been given, rid ourselves of hustle culture, and embrace rest. It’s a chance to create systems and communities that foster the spirit of togetherness, belonging, and equity.

To define what peace looks like and feels like, the first step is referencing the intersectionality framework. Founded by Kim Crenshaw, this highlights how understanding oppression and intersectionality are necessary to fully support the wellness of diverse communities. For example, findings from the National Library of Medicine show that Latinx people seek to increase well being by cooking, dancing, and receiving emotional support. In contrast, it’s also shown that Black communities practicing self-care can be considered a radical act because it has been considered “preventative” for health issues rather than supporting mental wellness.

To support inclusive wellness, universities are offering collections of wellness resources for BIPOC (Black Indigenous People of Color) students. Globally, the amount of identity-based wellness resources are growing.

The World Health Organization’s Global Health and Peace Initiative also supports the budding definition of inclusive wellness. It was created because their research has shown the two closely intertwined. While their focus is on health as a driver for peace, inclusive wellness starts with peace of mind.

Sources:
https://www.youtube.com/@GWIDEI
https://www.vox.com/even-better/23771329/black-women-wellness-collective-deja-love-burnout
https://guides.lib.uconn.edu/c.php?g=1100296&p=8407151
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8414023/
https://www.bluezones.com/2016/11/power-9/
https://www.who.int/initiatives/who-health-and-peace-initiative
https://www.fnha.ca/wellness/wellness-for-first-nations/first-nations-perspective-on-health-and-wellness
https://sites.google.com/oregonstate.edu/virtualmindspa/identity-based-resources
https://sdgs.un.org/goals
https://www.ncbi.nlm.nih.gov/books/NBK44662/

Trend 2: Implement Financial Wellness Programs to Increase & Retain Diverse Talent

Studies show that 53 percent of employees experience money stress that interferes with their work. Companies supporting employees by focusing on financial wellness programs can increase and retain a diverse workforce. Due to systemic barriers, financial literacy is variable among different socioeconomic groups. Debt, struggle, and hustle has become a way of life. In fact, financial freedom has been so deeply implemented into our culture that “freedom” has become intrinsically tied to financial wellness.
It’s been shown that financial literacy is linked to financial wellness. Therefore, the implementation of these programs can enhance mental and financial wellness, while simultaneously supporting production and retention. A holistic approach that incorporates financial wellness, personalization, and emotional support yields higher results in employee satisfaction and retention.

Sources:
https://www.benefitnews.com/list/5-companies-tackling-employee-financial-wellness
https://www.enrich.org/blog/how-financial-wellness-program-can-help-improve-diversity-and-inclusion/
How financial literacy varies among U.S. adults
https://www.corporatewellnessmagazine.com/article/case-study-successful-financial-wellness-strategies-in-self-funded-companies
https://www.youtube.com/@GWIDEI

Trend 3: Incorporating Diversity to Enhance Inclusion in AI Initiatives

As organizations strive to incorporate diversity and inclusion principles into their AI systems to mitigate biases and ensure fairness, the importance of this trend is becoming more pronounced. The World Health Organization released key ethical principles for AI in health, which included “ensuring fairness, inclusiveness, and equity.” The World Economic Forum’s white paper Blueprint for Equity and Inclusion in Artificial Intelligence significantly contributes to the ongoing dialogue surrounding diversity and fairness in AI development.

By outlining strategies for incorporating equity and inclusion principles into artificial intelligence systems, this blueprint guides organizations seeking to create more equitable technological solutions. Research in this area underscores the critical need to address AI algorithm biases to promote diversity and equity in technology. By acknowledging and rectifying these disparities, advancements in DEI within AI can lead to more inclusive and equitable outcomes for all individuals. As we look at implementing AI into wellness businesses for operational efficiency, creating diverse prompts supports inclusive results.

Sources:
Artificial Intelligence & Inclusion (homepage)
How AI Can Be Leveraged For Diversity And Inclusion (Forbes)
World Health Organization Calls for Safe and Equitable AI for Health

Trend 4: Opportunities for Optimization in Wearable Tech for Enhanced Inclusion

Wearable tech has the potential to support our daily wellbeing by placing the monitoring of heart rate, blood pressure, activity (and more) in the palm of our hands. However, initial research was done in a homogenous manner. A 2022 clinical study of a popular consumer wearable showed the accuracy of heart monitoring of elderly people to be 50 percent versus the 96 percent reported from the initial study. Surveys from six federal approved health centers in the States show that wearables are not used in low-income and minority populations.

Many of the wearables use photoplethysmographic (PPG) green light signaling to measure blood circulation and heart rate. With minority populations not being included in research, a result is the PPG only reads lighter skin tones with accuracy. While the FDA works to enforce more diverse studies, the research tends to depend on volunteers who own their own devices. Without accuracy and proper representation in research, this also presents a barrier to having wearables covered by healthcare insurers.

One thing we can look forward to is wearables being more aligned with our unique identities. Cornell’s Hybrid Body Lab is testing textiles that can include sensory devices to then create products like WovenProbe and KnitDermis, inspired by Taiwenese fashion and Kyoto kimonos.

Sources:
https://healthtechmagazine.net/article/2024/03/trends-wearable-technology-for-healthcare-perfcon
https://cis.cornell.edu/weaving-inclusivity-style-wearable-tech
https://www.thelancet.com/journals/landig/article/PIIS2589-7500(22)00194-7/fulltext
Limiting racial disparities and bias for wearable devices in health science research – PMC
https://healthnews.com/family-health/healthy-living/can-health-tech-devices-be-covered-by-insurance/
https://fmtrust.bank/money-moves-article/what-is-financial-wellness-and-how-do-i-achieve-it/
https://www.thegoodtrade.com/features/financial-freedom/

Trend 5: Improving Inclusive Results with Holistic Approach of Mixed Method Research

Mixed method research combines qualitative and quantitative data, which provides a more holistic understanding of diverse populations. By simply looking at the numbers, we miss deeper insights into experiences and perspectives. This helps identify barriers and opportunities for inclusion that might not be evident through quantitative data alone. It also provides a voice to all people, which empowers equity.

Through using this research method in the medical community, Dr. Demetria Bolden uncovered how the levels of the socioecological model relates to the biological impact of peripheral artery disease on Black Americans. This practice provides a more thorough evaluation of health inequity and ways to balance the scale for inclusive wellness.

From a corporate perspective, the International Journal of Cross Cultural Management showed how hiring for diversity (quantitative) leads to exclusion. Whereas hiring for inclusion (qualitative) increased creativity and innovation.

Language matters as you conduct your research. First, using inclusive language that is representative for a diverse group. Then simply in the way you evaluate. Ask yourself, “Who is not represented at the proverbial table? In what ways have we kept some people out?” Consider surveys, interviews, and focus groups to expand understanding, receive diversity of thought, and ultimately create a more robust product, service, culture, or business.

Sources:
Fostering Equity and Diversity Through Mixed Method Research
Performing in Diverse Settings: Cross Cultural Management
Changing Organizational Culture
Improving Outcomes for Black Americans Living with PAD