Scaling Down Diversity, Equality and Inclusion: Progress or Pitfall?
César Gamio
Founder & Managing Director of Dharma Centre for Wellbeing | International Speaker
I’ve been closely observing how major companies are scaling back their Diversity, Equity, and Inclusion (DEI) efforts. Whether driven by legal, political, or perceived effectiveness reasons, this retraction is significant.
While the benefits of team diversity aren’t necessarily being questioned per se, the way DEI is applied or enforced certainly is. However, certain aspects of DEI remain deeply important for employees on the ground, with unconscious bias being a critical one.
Not long ago, a senior KPMG executive, who had an illustrious 30-year career, resigned after dismissing concerns about unconscious bias during a virtual meeting. This incident served as a wake-up call, highlighting how unchecked behaviours can erode trust and inclusivity in the workplace.
Research supports the importance of addressing unconscious bias. A 麦肯锡 study found that companies in the top quartile for diversity were 33% more likely to outperform their peers in profitability. Tools like the Implicit Association Test (IAT), developed by Harvard University researchers, offer a practical way to uncover hidden biases and promote fairer decision-making. Additionally, Google’s "re:Work" initiative provides valuable resources for fostering diversity and inclusion through data-driven practices.
Unconscious bias is something we all carry without realising it—automatic assumptions and stereotypes that influence our decisions and interactions. These biases can unintentionally affect how we recruit, promote, or engage with others, often favouring those who feel familiar while overlooking the contributions of people from underrepresented groups. If left unaddressed, unconscious bias can undermine even the best-intentioned efforts to create a truly diverse and inclusive workplace.
The harm lies in how subtle and unexamined it can be. But there’s good news: with awareness and deliberate action, you can manage and minimise unconscious bias without resorting to quotas or creating concerns about positive or reverse discrimination.
Three Strategies to Manage Unconscious Bias??
1. Reflect on your own assumptions??
Take time to explore where your beliefs stem from. Tools like the Implicit Association Test (IAT) can help uncover hidden biases you might not have recognised.??
2. Pause before you act?
Before making decisions, ask yourself: Am I relying on evidence or assumptions? A brief moment of reflection can prevent snap judgments and lead to fairer outcomes.??
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3. Encourage open dialogue??
Foster a safe space where colleagues feel comfortable calling out biases—including your own. Open conversations are powerful for promoting growth and inclusivity.??
Small, intentional steps can make a significant difference in building a fairer, more respectful workplace. While some companies are scaling back their DEI efforts, it’s important not to dismiss key core principles that underpin these initiatives, especially the management of unconscious bias.
By embracing this critical element of DEI, you can foster inclusivity and fairness without resorting to rigid policies or quotas. In doing so, you create an environment where trust, respect, and opportunity flourish for everyone.?
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