The next evolution of DEI in a Trump 2.0 world

Trump’s sledgehammer to the US DEI agenda has sent shockwaves through corporate America, forcing global firms to reassess their policies and programs. While it seems most Australian firms are standing by their policies and commitments, many are reviewing opportunities to recalibrate messaging. This is a good thing. I’ve long argued that a DEI agenda fixated on identity over humanity lacks the nuance needed to create truly meritocratic workplaces where women and men have equal access to opportunities.?

With International Women’s Day around the corner, conversations about gender diversity are everywhere. This moment calls for a deeper rethink - one that moves beyond identity politics and tackles the more pervasive barriers to having a great career.?

Why identity-first DEI falls short

I fully appreciate that when you’re influencing culture change at scale, the handbook dictates you need simplistic frameworks underpinned by a hero’s journey to engage the masses. DEI is no different. That’s why it has been framed as a battle between the privileged (men, especially if they’re white, straight and cis-gendered) and the oppressed (women, especially if they’re not white, straight and cis-gendered). The problem is the resulting division, resistance, and now political backlash.??

An identity-first approach oversimplifies complex workplace dynamics, reducing them to a victim-hero-villain narrative that fuels defensiveness, especially among those labelled as oppressed. It also risks alienating those with the most influence - often men - who don’t see how it applies to them. The result? Passive resistance at best, active pushback at worst.?

To be clear, gender, race, sexual orientation and gender identity can shape workplace experiences and career progression. In male-dominated industries like investment management, where I spend most of my time and energy, this is particularly the case. The dominant archetype in any system has a natural tendency to create an easier path for like to prosper. Common interests, shared worldviews and familiar experiences mean like talent is advantaged in a range of soft (eg share of voice or access to networks) and hard ways (eg access to capital and promotion). That’s why gender specific interventions, like Future IM/Pact’s programs that help women launch and build an investments career, are important for navigating and changing the system dynamics.?

But after speaking with hundreds of women on this topic over the past decade, I hear a far more nuanced problem to embrace and solve. Perhaps the best evidence of that is how often I hear women describe themselves as the biggest barrier to their progression, or that it was a female boss who had the most devasting impact on their confidence.??

Now, you could argue women are held to different standards or as leaders they feel compelled to model the masculine leader archetype. That may be true but it doesn’t change the fact that increasing the representation of women into senior decision making roles in male-run industries requires us to develop better leaders of all genders who empower others and create the culture where everyone can do their best work.?

From identity to humanity first

I believe the way forward is to shift our focus from identity to humanity first. When we lead with humanity, we ditch the ideological debates and focus on universal truths that support human flourishing, like responsibility, trust, purpose, connection and curiosity.?

We all want to work in environments where we’re valued and supported, and can find meaning. Where clear feedback and trust enables us to do our best work. Where we’re not paying an invisible tax of not fitting the mould.?

Great leadership that creates these outcomes transcends checklists on how to be inclusive. It’s about transforming who you are and how you show up moment to moment. It’s to recognise that we all get in our own way and in the way of others to protect our egos and manage our insecurities. Indeed, the people we are most likely to exclude are usually a reflection of what we reject in ourselves.?

To drive real change, we need to do the inner work that playfully pays attention to these saboteurs so we can see and shift the limiting beliefs that hold us back, narrow our perspective and inhibit the potential of others.?

Adapting to the new reality

The political climate in the US may feel like a setback for DEI, but it’s also an opportunity for evolution.?

The companies that get this right won’t just weather the storm - they’ll emerge stronger and more relevant. Because when we prioritise humanity over identity, we create workplaces that work for everyone. And that’s a future worth striving for.?

Ready to elevate your DEI strategy?

Reach out today to discuss how we can help your organisation foster genuine inclusion and empower every individual to thrive.?