DEI Was Never the Problem
Some Organisations Never Gave It a Real Chance
DEI Was Never the Problem -The Real Issue with the DEI Backlash
The conversation around DEI (Diversity, Equity, and Inclusion) is louder than ever, but for all the wrong reasons. As political shifts take place, some organisations have started rolling back their DEI commitments, claiming it no longer aligns with their business priorities. But the truth is, DEI was never the problem—these organisations never gave it a real chance.
For many, DEI was a reaction to social pressure rather than a deeply embedded value. It was treated as a temporary initiative rather than a long-term strategy for building inclusive, thriving workplaces. Now, as the political climate changes, their commitment is disappearing just as quickly as it was introduced—proving that it was never truly a commitment in the first place.
Real DEI isn’t about policies that can be abandoned when convenient. It’s about genuine, sustained action that creates lasting change. Organisations that are now backtracking were never fully invested, and that’s why they never saw real results. Rolling back DEI risks deepening systemic inequities, and this is something companies must understand. As Forbes highlights, abandoning DEI initiatives can lead to deeper inequalities, ultimately harming both the organisation and society at large.
DEI Was Never the Problem - Commitment Was:
Many organisations claim that DEI “doesn’t work,” but the reality is that DEI has never received the commitment it needs to succeed. A policy alone does not equate to genuine DEI. Inclusion cannot thrive when it’s treated as a box-ticking exercise rather than a fundamental cultural shift.
Traditional DEI models often fall short because they focus on performative measures rather than addressing deeper, systemic issues. Özbilgin critiques these superficial approaches in his book, Diversity: A Key Idea for Business and Society. As he explains, token representation and “check-the-box” exercises do little to tackle power imbalances, inequality, or intersectionality. Without investment in meaningful actions, DEI efforts will always falter. The issue isn’t with DEI itself; it’s the lack of authentic commitment that has been the true barrier to inclusion and belonging.
The organisations truly committed to building inclusive workplaces aren’t abandoning DEI because of political shifts. Their motivation transcends compliance; it’s deeply embedded in their values, people, and long-term business strategy.
DEI Can’t Be Temporary
When DEI is fully integrated into an organisation’s identity, it becomes a guiding principle rather than a performative trend. These organisations understand that true inclusion requires ongoing effort, not reactive initiatives. They see diversity as a strength, equity as a necessity, and inclusion as the foundation of a thriving workplace.
DEI Was Never the Problem
As the noise around DEI continues, one thing remains clear: DEI didn’t fail—some organisations did. Those who abandoned it as soon as external pressures shifted were never truly invested. Their DEI initiatives were never about long-term change but rather about optics and cosmetics. As Tungli highlights, DEI must be treated as a cultural change initiative requiring long-term commitment and strategic planning. DEI’s woes should mean better, not fewer initiatives.
The organisations that will continue to thrive are those that recognise DEI was never the problem; the lack of real commitment was.
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