DEI Trends in 2025: Global & Local Strategy.

Insights on the future of local and global strategies in DEI from our latest WCS Insights Report.

Co-authored by Coda Nicolaeff

This article is part of a series diving deeper into the We Create Space Insights Report | DEI Insights & Trends in 2025. Here, we examine how global DEI strategies can balance universal goals with the unique socio-political and cultural contexts of different regions.

As organisations grow more global, the demand for locally adapted DEI strategies becomes increasingly urgent. Universal DEI objectives must be carefully aligned with regional cultural, legal, and social factors to ensure effectiveness and respect for local contexts. Practitioners agree that achieving this balance will be even more critical in 2025, as regional differences intensify the need for thoughtful, inclusive approaches. Without such adaptations, global strategies risk being perceived as irrelevant or imposed.

Creating Safe Spaces: The Embassy Model

Practitioners highlighted the embassy model as a key approach for global organisations to uphold DEI values in challenging socio-political environments. This model ensures that local offices become sanctuaries where employees feel protected, even in regions with restrictive laws or cultural norms.

“We share our DEI information with everyone around the world, regardless of local legislation… In countries where being openly LGBTQ+ is illegal, we lean heavily into our values to push this conversation forward. I think that helps show people there’s a place for them here.”- Practitioner in law

Examples include alternative engagement channels for LGBTQ+ employees, secure travel plans, and anonymous participation in global networks. By positioning local offices as safe spaces, organisations can demonstrate their commitment to inclusion, respect, and safety—reinforcing their core values globally.

Addressing Export Fallacies: Co-Creating Regional Strategies

Practitioners consistently emphasised the pitfalls of imposing global DEI initiatives without adapting them to local realities. Strategies developed in the UK or US often fail to resonate in other regions, leading to disengagement or resistance.

“Strategies usually start in the UK or the US, and then get rolled out globally… What I’m seeing more now is a push for things to be regionally or locally created because rules, regulations, and social norms are so different.” - Practitioner in law

To counter these challenges, DEI professionals advocate for co-creating strategies with regional teams. This involves incorporating local voices, acknowledging regional nuances, and dismantling unconscious biases within practitioner circles. Tailored strategies that reflect local contexts are more likely to gain buy-in and drive meaningful change.

Fostering Ongoing Dialogue: Building Trust and Relevance

Maintaining continuous communication with local teams is essential for implementing effective DEI strategies. Practitioners stressed the importance of building trust through patient relationship-building, particularly in regions where cultural or religious sensitivities pose challenges. Success often comes gradually, through mutual respect and collaboration.

“Our office in the Middle East wanted us to do a workshop on DEI, but only focus on women… My learning was that I had to step back and think, ‘Okay, I’ll go by your rules for now, get in the door, and then find my allies.’”- Practitioner in academia

Collaborating with local NGOs and regional partners further strengthens this approach, ensuring DEI initiatives are both culturally sensitive and impactful. Investing in these relationships fosters robust partnerships that align global objectives with local needs, enhancing the sustainability and effectiveness of DEI strategies.

The Path Forward

To navigate the complexities of global DEI, organisations should adopt a multi-faceted approach that ensures both strategic alignment and cultural sensitivity:

1. Adapt Strategies to Local Contexts: Develop DEI initiatives that uphold global standards while allowing local teams to tailor approaches to cultural and legal nuances. Provide central support, offer localised training, and prioritise safe spaces in sensitive regions.

2. Involve Local Voices: Co-create DEI strategies with input from regional teams and partners to ensure cultural relevance and prevent disengagement.

3. Pilot Initiatives: Test DEI programmes regionally on a small scale to refine and adapt strategies before broader implementation.

4. Maintain Continuous Dialogue: Engage regularly with local teams to address challenges, align initiatives with regional realities, and uphold global DEI values.

   
   

By aligning global objectives with local realities, organisations can create inclusive environments that transcend cultural and legal barriers, setting the stage for sustainable DEI success.

This article is part of the We Create Space Insights Report | DEI Insights & Trends in 2025 series. To learn more, check out the full report here. Stay tuned for further instalments that explore practitioner insights on leadership, global challenges, and wellbeing in DEI work.

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