The current state of DE&I: Why this work still matters

When I first moved into Diversity, Equity, and Inclusion (DE&I), I did so because I wanted to be part of positive change - to help create workplaces where every person matters.?

My route into DE&I wasn’t a straight path and like many in this field, my motivation was personal. I have worked across multiple areas of HR, working closely with leaders and employees to navigate the complexities of the workplace. I have seen the impact that business decisions, especially difficult ones like restructures and redundancies, have on people’s lives. I often struggled with the human cost of decisions that, on paper, were commercial and operational.

Reflecting on my own experience, my return from maternity leave was a defining moment in how I saw workplace equity. ?Returning to work should have been an exciting and fulfilling transition - a chance to step back into a role I had worked hard for while balancing my identity as a parent. Instead, I was told my position was no longer mine. My maternity cover had done the role for twelve months, compared to my nine months before leave. The leadership team had changed, and I would need to find a new role.

The message was clear: my time away had shifted the perception of my value. It was a reminder of how easily careers, especially for women, can be disrupted by life events that should be supported, not penalised.

My experiences taught me how to navigate difficult conversations, push for fairness even in challenging circumstances, and stay focused on people rather than processes. I realised my motivation comes from advocating for employees - finding ways to support them, amplify their voices, and create environments where they felt valued rather than expendable.? It’s what ultimately led me to DE&I: the belief that workplaces can be better, that employees deserve more than just policies and procedures—they deserve to feel included, heard, and empowered.

For a while now I have anticipated an eye roll when I tell some people what I do. DE&I has become increasingly polarised. Conversations that should be about fairness, opportunity, and business success are being reframed. Instead of being seen as a force for good, some have begun to paint it as divisive or unnecessary.

Some companies that champion DE&I initiatives are facing backlash, and many are scaling back, whether due to external pressures, economic uncertainty, or shifting priorities. This isn’t just disappointing for those of us working in this space—it directly impacts employees whose workplace experiences and opportunities are on the line.

The reality is that inclusive workplaces aren’t just good for people; they’re good for business. Research continues to show that organisations with strong DE&I strategies attract and retain top talent, drive innovation, and improve decision-making. When people feel like they belong, they perform better. Inclusion isn’t a “nice-to-have”—it’s a competitive advantage.

Yet some argue that DE&I creates division rather than unity. Others see it as performative—just another corporate box to check. And while it’s true that some efforts have been more about optics than impact, the answer isn’t to abandon DE&I.

The current climate only reinforces why this work is more important than ever. We need to keep advocating, educating, and pushing for meaningful change. The work is hard. The conversations can be uncomfortable. But progress doesn’t happen without persistence.

We must hold onto our "why." I moved into DE&I because I believed in the possibility of meaningful change. Now, more than ever, we need to reaffirm our commitment to building workplaces that are fair, equitable, and inclusive.

We need to push past the negative noise and stay focused on the impact that these efforts have on real people’s lives. We must remind ourselves why this work matters - for underrepresented groups, for entire organisations and society as a whole.

So let’s be clear:

• Diversity is not a threat; it is a strength.
• Equity is not about giving some an unfair advantage; it is about ensuring that all have a fair chance.
• Inclusion is not about exclusion—it is about creating a sense of belonging for everyone.

The distortion of these principles undermines the real benefits that inclusive workplaces bring.

Now is the time to recommit. To have the hard conversations. To push for progress, even when it feels difficult. Because creating inclusive workplaces isn’t just about now - it’s about building a better future for everyone.