Not long ago, the phrase 'diversity and inclusion' was a sign of progress. It meant workplaces were finally beginning to reflect the people within them. It stood for fairness, representation, and change.
But in 2025, those words are under attack. In boardrooms, on talk shows, and across political party lines, DEI is being portrayed as a problem—not a solution. Some call it 'woke.' Others say it’s gone too far. What was once a conversation about progress is now being recast as a battlefield.
So where do we go from here? If you believe, as I do, that everyone deserves to feel safe and valued at work, then walking away is not an option. We must keep going. We must stay grounded. We must stand firm.
This is a moment that calls for clarity—clarity about what matters, and how we hold the line when the ground beneath us feels uncertain. Because diversity isn’t a trend. Inclusion isn’t optional. And equity, though difficult, is what makes society—and workplaces—function better for everyone.
The Backlash Has Arrived
Let’s name it plainly: the DEI backlash is real. In the UK, political groups like Blue Labour are calling for an end to what they call "divisive" inclusion initiatives. In the US, several states have passed laws targeting DEI programmes. We are seeing headlines that cast suspicion on everything from employee resource groups to inclusive recruitment practices.
And it’s working. Some organisations are stepping back. Others are rebranding DEI under more “neutral” terms. Leaders are anxious. Some worry that continued commitment will be seen as political. Others fear alienating parts of their workforce. And many are simply exhausted by what feels like an impossible balancing act.
But if we believe that people—regardless of race, gender, disability, class or sexuality—deserve to work in places where they feel safe, seen, and supported, then now is not the time to go quiet.
Why Inclusion Still Matters
True inclusion doesn’t mean prioritising one group over another—it means recognising that every individual, from any background, should be treated with fairness, respect, and dignity. EDI is about everyone feeling they belong.
The truth is: the work isn’t finished. Far from it. The percentage of Black senior leaders in UK companies remains in single figures. LGBTQ+ employees report higher levels of workplace stress and discrimination. Women are still underpaid and underrepresented in boardrooms. People from working-class backgrounds are routinely overlooked for leadership roles. Disabled people face structural and attitudinal barriers every day.
We know this. The data is there. The stories are there. The lived experiences are everywhere.
What DEI aims to do—at its best—is not to offer quick fixes or token gestures, but to examine the deeper systems that allow inequality to flourish. This is work that takes time. It takes listening. It takes courage. And it is work worth doing.
Leading with Conviction
If you are in a position of leadership, or even influence, this is the moment to return to your purpose. When DEI is treated as a trend, it becomes easy to abandon when things get tough. But when it’s rooted in your core values—respect, fairness, community—it becomes something far more powerful. Remind yourself and your organisation why this work began in the first place. It’s not about ideology. It’s about creating workplaces where everyone can thrive.
You don’t need to speak perfectly. Too many organisations hide behind overly polished statements or vague language. But people don’t need perfection—they need honesty. Be upfront about what’s working. Admit where you’re learning. Talk like a human being. Real words reach real people.
Discomfort will come. There will be hard conversations. There will be disagreements. That doesn’t mean failure. It means growth. Let people ask questions. Let them express doubts. Inclusion isn’t about silencing—it’s about listening.
Keep doing the work. Don’t get lost in the noise. You don’t need a new slogan—you need action. Focus on fair hiring, real progression, inclusive leadership. Train your teams. Review your policies. Support your managers. Let your work speak for itself.
Most importantly, stay consistent. People are tired of hearing that diversity matters. They want to see it in practice. Inclusion is not something to perform. It is something to build, piece by piece, decision by decision.
Holding Course Through Challenge
To understand what leadership can look like in action, imagine a workplace under pressure. Not a perfect one—but one where people are willing to face discomfort instead of avoid it. Where open forums replace defensiveness. Where the voices of both sceptics and supporters are heard. And where progress is measured not just by policy but by how people feel at work.
This kind of leadership doesn’t come from a script. It comes from a willingness to stay present, even when the ground is shaky. That’s what it means to lead through challenge—not with perfection, but with principle.
The Power of Storytelling
When data feels abstract and policy feels distant, stories bring meaning home. That’s why organisations serious about inclusion must make space for storytelling—not as marketing, but as truth-telling. Hearing colleagues talk about how it feels to be overlooked, misjudged, or silenced changes the temperature of a room. It slows people down. It makes things real.
Inclusion, at its heart, is about lived experience. About empathy. About understanding that behind every policy is a person. That’s why DEI isn’t just for HR teams or leadership—it’s for all of us. We all shape the cultures we move through. Every meeting, every decision, every small act of listening or dismissing—it all adds up.
Looking Ahead
There’s no denying we’re in a more difficult climate for DEI than we were a few years ago. But maybe that’s when leadership matters most. When the headlines are louder, when the pressure is higher, that’s when we show who we really are.
This work has never been easy. It’s often been misunderstood. But it is necessary. If we believe in justice, fairness and dignity, then inclusion isn’t something to be managed—it’s something to be defended.
Final Thought
We all want to work somewhere we feel we belong. That doesn’t change because of politics. It doesn’t change because of pressure. And it won’t change unless we stay committed, even when the path gets hard.
Standing firm means holding on to the belief that every person has value. That work can be a place of community, not exclusion. That fairness is not a luxury—it’s a necessity.
So yes, things feel polarised. But that only makes your voice more necessary.
Keep speaking. Keep acting. Keep standing firm.