The 2026 State of People Strategy Report, based on a survey of over 1,000 HR professionals worldwide, reveals a significant shift in priorities. While many companies are pulling back on diversity, equity, inclusion, and belonging (DEIB) initiatives, the data uncovers a surprising secret of the most successful HR teams: they are more committed to DEIB than ever. This report shines a light on a powerful paradox, proving that focusing on people and purpose is not just a moral choice—it’s a strategic one.
The Global DEIB Shift
In 2026, DEIB as a global priority has significantly declined, dropping from its peak of 30% in 2023 to just 16% of HR teams today. This has created a new challenge for HR, with 32% of leaders reporting they feel stuck trying to manage differing viewpoints on the issue.
However, not all companies are following this trend:
- 61% of HR teams with a dedicated DEIB role plan to keep it.
- High-performing HR teams are five times more likely to prioritize DEIB.
“When teams feel seen, valued, and empowered to contribute authentically, performance follows,” Natalie Breece, chief people and diversity officer at ThredUp, shared in the report. “Diverse perspectives fuel innovation, help teams anticipate challenges from multiple angles, and drive more thoughtful decision-making.”
Priorities by Region
The report revealed a clear divide in what HR teams focus on. European teams are twice as likely as their U.S. counterparts to prioritize DEIB initiatives (24% vs 11%). Both regions, however, show equal focus on employee engagement and learning & development.
The Secret of Top-Performing Teams
The report found that the most successful HR teams—those who are exceeding their goals—share two key traits:
1. They are technologically advanced. High-performing HR teams get more value from their tech and are more likely to use specialized HR software to track performance, manage talent operations, and find hidden data insights.
2. They are deeply inclusive. Despite the global decline in DEIB as a priority, high-performing teams are five times more likely than low-performing teams to make DEIB a top focus. This shows that the best teams value both process and people.
The Bottom Line
Ultimately, the data from this report presents HR with a clear choice. While the broader business climate may deprioritize DEIB, the most successful teams prove that a commitment to inclusion is not just a moral imperative, it’s a critical component of high performance. By strategically using technology to optimize processes and championing a people-first approach, HR teams can navigate the current landscape and continue to drive both business success and a culture of belonging.