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Debugging D&I WHAT’S NEXT FOR EDI IN 2025?
CHANGING THE LANGUAGE You might have noticed people using new terms when they talk about EDI. Some are moving toward ‘DEIB’ (Diversity, Equity, Inclusion, and Belonging) and even ‘JEDI’ (Justice, Equity, Diversity, and Inclusion). These updates aren’t just buzzwords - they reflect a growing focus on creating environments where everyone feels like they truly belong and addressing deeper systemic barriers. But, ultimately, whatever term a studio or organisation uses, the goal remains the same: fair opportunities, real representation, and an environment where everyone can thrive.
THE PUSH TO KEEP EDI A PRIORITY Here’s the tough part: when money gets tight, EDI programmes are often amongst the first to take a hit. Some studios might see these efforts as ‘extras’ instead of essentials, which puts progress at risk. But the reality is, EDI isn’t just about doing the right thing - it’s good for business. Inclusive workplaces keep employees happier and more engaged, and diverse teams tend to be more innovative and productive. Plus, our consumers are paying attention. People want to support companies and brands that genuinely care about equity and inclusion. The challenge for 2025 will be making sure EDI stays at the heart of how studios and other organisations operate - even when resources are limited.
PROVING IT WITH DATA If EDI efforts are going to survive and thrive, they need to show real results. In 2025, expect
34 | MCV/DEVELOP December/January 2025
to see even more focus on data. Organisations will be tracking things like pay equity, how often under-represented groups get promoted, and whether employees feel included at work. Some studios might also start doing ‘impact audits,’ digging into whether their programmes are actually making a difference. For example, is a mentorship initiative really helping people advance their careers? Are new policies improving inclusion? The more studios can measure and share their progress, the harder it will be to justify cutting EDI efforts.
USING TECHNOLOGY TO HELP With limited budgets, studios may look to technology to keep their EDI work going. AI tools, for example, can help identify biases in hiring or spot gaps in representation. VR could also play a bigger role, creating immersive training experiences to help employees understand things like unconscious bias. But technology isn’t a perfect solution. It’s important to remember that these tools are just that - tools. They can help, but they don’t replace the need for human understanding and commitment.
MAKING EDI PART OF EVERYDAY BUSINESS
One of the most important shifts happening now - and one that will continue in 2025 - is embedding EDI into the fabric of how businesses operate. Instead of being a separate programme or department - or ‘something for HR to worry about’ - EDI needs to show up everywhere:
As we head into 2025, the future of EDI feels exciting but also uncertain. The way we approach these efforts is evolving, with new tools and ideas shaping the conversation. But there’s a big question hanging over it all: with budgets tightening and economic pressures increasing, will EDI still get the attention it deserves in the games industry? Liz Prince, Business Manager at Amiqus and Co-Founder of the Empower Up EDI platform, takes a look at the key trends to watch out for…
At Amiqus, we have many resources available to help, so please do get in touch via
liz.prince@
amiqus.com
leadership training, hiring, product design, and even supplier relationships.
CARING FOR THE PEOPLE DOING THE WORK Finally, let’s talk about the emotional side of EDI. The people leading these efforts often carry a lot of weight, both because the work itself is hard and because they may face resistance or burnout. The awesome Emma Smith spoke about this earlier this year at the HR Summit. And this is especially true for individuals from marginalised groups who are expected to ‘fix’ systemic problems while dealing with them firsthand. In 2025, studios need to do a better job of supporting these individuals. That might mean offering mentorship, creating safe spaces for tough conversations, or simply recognising the emotional toll.
SO, WHAT’S NEXT?
2025 will bring challenges, but it also offers opportunities to make EDI work smarter and more impactful. For studios willing to adapt, there are plenty of ways to keep these efforts alive and thriving, even in tough times. Creating a fair, inclusive, and welcoming workplace isn’t just about checking a box. It’s about building stronger, more resilient organisation where everyone can succeed. And that’s something worth investing in. And, if you want a great starting point, please do check out the resources, guidance, articles and case studies at
www.empower-up.com...
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