Achieving gender equality in education and the workplace is not just a goal—it’s a necessity for fostering innovation, equity, and inclusivity. The GEDIS project, supported by diverse experts and institutions, is at the forefront of this mission, embedding gender perspectives into higher education to create lasting cultural and structural change.
Recent findings from the Pew Research Center add an interesting dimension to our work. Their study on workplace diversity, equity, and inclusion (DEI) performed in October 2024, shows that while many workers support DEI efforts, there is a growing perception, especially among certain groups, that organisations may focus excessively on these initiatives. This nuanced data highlights both the opportunities and challenges in implementing effective, inclusive strategies.
At GEDIS, our focus aligns with these findings. Our project aims to:
- Promote Gender Equality in Education: We work to integrate gender perspectives into Library and Information Science (LIS) curricula, ensuring students graduate with the knowledge and skills to navigate and advocate for inclusivity.
- Develop Gender-Inclusive Workplaces: Through training and self-assessment tools, GEDIS empowers academic institutions to identify gaps in inclusivity and implement best practices.
- Foster Awareness and Long-Term Change: Awareness is key to sustained progress. We provide ongoing education to ensure institutions continue prioritising gender equality long after project completion.
The Pew Research Connection
The Pew Research Center’s latest findings highlight the complexity of attitudes toward DEI. For instance, their surveys show that while a majority of workers view DEI positively, the share of those who perceive it as “mainly a bad thing” has risen. Using the robust American Trends Panel methodology, researchers conducted a detailed survey to understand U.S. workers’ perspectives on diversity, equity, and inclusion (DEI) initiatives in the workplace. The analysis is based on responses from 4,367 employed adults, including those working part-time or full-time. Participants were selected from organizations with at least 10 employees and excluded self-employed individuals. Those with multiple jobs were included if they identified one as their primary role.
The data collection took place from October 7–13, 2024, as part of a larger workforce study. These insights offer a comprehensive view of how DEI efforts are perceived across diverse work environments, highlighting trends that shape the evolving landscape of workplace inclusivity.
This trend underscores the need for thoughtful, evidence-based approaches to address resistance and ensure inclusivity efforts resonate across diverse demographics.
Key findings include:
- Perceptions of Attention Paid to DEI: Many workers believe their organisations strike the right balance, but the share saying their company pays “too much attention” to DEI has grown.
- Impact on Demographics: While most Americans agree that DEI benefits underrepresented groups, there is a perception that these efforts may disadvantage others, such as White men.
These insights reinforce the importance of balancing inclusivity initiatives with clear communication and measurable outcomes—an approach central to GEDIS.
The GEDIS Approach to Inclusivity
Through initiatives like our gender equality self-assessment tool, GEDIS equips institutions with the resources to evaluate their current practices and create actionable strategies for improvement. By focusing on LIS education, we aim to shape a generation of professionals who prioritise equity and understand its transformative potential.
We also recognise the importance of cultural context. That’s why GEDIS collaborates with experts across six countries to develop tailored solutions that address regional challenges while maintaining global relevance.
A Call to Action
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