Looking Ahead: Predictions for Diversity and Inclusion in 2026
As we step into 2026, it feels important to pause and reflect on the year just gone. 2025 was a year of turbulence for diversity, equity and inclusion (DE&I). Globally, we saw policies rolled back, titles changed, and programmes dropped under political pressure. In the UK, far right rhetoric gained visibility, reshaping public debate and creating new challenges for organisations committed to equity. Yet amidst the uncertainty, there were moments of resilience and clarity. Companies like Transport for London (TfL) took a stand, showing that inclusivity is not optional but integral to values alignment and business success.
For those of us running DE&I consultancies, such as PREACH Inclusion, 2025 was a reminder that our work must constantly evolve. It was a year of pivoting – towards empathy, allyship, and authenticity – and it set the stage for what I believe will define the year ahead.
Intersectionality at the forefront
One of the clearest lessons from 2025 was that identities do not exist in isolation. Marginalised groups faced compounded harms, from housing insecurity to rising hate crimes, underscoring the need for intersectional approaches.
In 2026, intersectionality will move centre stage. Organisations will be expected to understand how overlapping identities shape experiences and to design policies that reflect this complexity.
At PREACH Inclusion, this focus will be reflected in the launch of a new Intersectionality Guidebook, commissioned by the London Property Alliance, and produced in partnership with Future Places Studio. By sharing case studies and practical guidance, we aim to help organisations embed intersectionality not as a buzzword, but as a lived practice.
“Too many organisations relied on calendar‑day celebrations or one‑off events without embedding deeper change. ”
Quality over quantity
2025 revealed the limits of surface‑level programming. Too many organisations relied on calendar‑day celebrations or one‑off events without embedding deeper change.
This year, I predict a shift towards quality over quantity. Organisations will choose fewer initiatives but deliver them with depth, authenticity, and measurable outcomes. This means moving away from ‘tick‑box’ campaigns and towards meaningful engagement – whether through tailored workshops, authentic conversations, or structural changes in policy and practice.
Our own #InConversationWith series demonstrated the appetite for raw, unfiltered dialogue. By stepping outside the cookie‑cutter property event format, we created space for diverse voices and experiences.
“In 2026, employees will demand impact. The question will not be ‘Did you attend?’ but ‘What changed afterwards?”
Impact over intent
Intent is no longer enough. Too many organisations ‘show up’ at events or training sessions without following through.
In 2026, employees will demand impact. The question will not be ‘Did you attend?’ but ‘What changed afterwards?’ Organisations will need to build accountability mechanisms, track behavioural shifts, and embed DE&I into performance metrics.
For practitioners, this means designing interventions that go beyond awareness. Training must be followed by action plans. Events must lead to policy reviews. Allyship must translate into advocacy. At PREACH Inclusion, our consultancy will continue to emphasise this principle: impact over intent, substance over symbolism.
Supply chain ethics
TfL’s decision to cut ties with Accenture in 2025 was a watershed moment. It showed that inclusivity is not just an internal matter – it must extend across supply chains and partnerships.
In 2026, I predict greater scrutiny of suppliers, contractors, and partners. Public sector procurement will increasingly hinge on values alignment, and private sector organisations will follow suit. Ethics will be embedded not only in corporate culture but in the networks businesses rely on.
For DE&I practitioners, this means advising clients to audit their supply chains, set clear inclusivity standards, and hold partners accountable. Inclusivity will become a business risk issue, not just a moral one.
“Organisations will need to prepare for hostile environments – whether dealing with local authorities led by Reform councillors or ensuring employee safety during site visits and engagement events. This will require stronger allyship networks, transparent communication, and proactive risk management.”
Resilience against political shifts
The rise of far‑right politics in the UK and the rollback of DE&I in the US underscored the vulnerability of inclusion efforts to political climates. In 2026, resilience will be key.
Organisations will need to prepare for hostile environments – whether dealing with local authorities led by Reform councillors or ensuring employee safety during site visits and engagement events. This will require stronger allyship networks, transparent communication, and proactive risk management.
At PREACH Inclusion, our focus will remain on empathy and allyship, helping leaders step into unfamiliar spaces, support colleagues in meaningful ways, and navigate challenging conversations with courage.