Over many years, DEI initiatives have become a vital part of business practice in the UK. Mainly driven by the Equality Act 2010, businesses must prevent discrimination against people with protected characteristics. Businesses, and particularly public sector organisations, have a role in preventing discrimination and have been actively encouraged to promote DEI through training and relevant policies.
Culture wars and DEI
Politicians have used culture wars increasingly to score political points. Those who put culture wars at the heart of their political narrative know extremely well that it garners public support because it plays into people’s fears. They cast doubt on the motivation and application of DEI initiatives and policies to maintain that distrust.
Dismissing DEI as ‘woke ideology’
I am not sure when being woke became a derogatory term, and interpretations have been wide-ranging. I always felt proudly woke in that I was alive to inclusion issues. I wanted everyone to operate on a level playing field. However, what I came to realise is that the term expressed people’s frustration when DEI initiatives and policies were incorrectly applied to achieve unfair outcomes.
The political landscape
UK politics is sceptical about the effectiveness of DEI initiatives and policies, with some politicians calling for them to be scrapped. However, the official response has been to ensure that such initiatives yield effective results.
On 20 January 2025, the USA carried out the wholesale destruction of DEI roles, policies and initiatives by demonising them, taking people out of key roles and giving departments 60 days to terminate DEI practices.
Fixing a broken system
By discrediting the whole culture of DEI through the political narrative, people across the UK and the USA have become polarised in their views. However, it would be a mistake to continue as we have done. This breakdown could be leveraged to fix a broken system and develop a way forward, giving credibility once more to achieving that level playing field.
There are some distinct areas where we can do better immediately. Implementing them will mean trying to engender greater understanding and it will take more work. However, the benefits of getting it right could pay dividends.
Here are three areas in which we could create a step change if businesses adopted them.
1. Create a level playing field of opportunity
I have repeatedly seen organisations wanting to create targets for certain underrepresented groups. While the intent behind such targets is worthy in that they want to create a representative organisation, the reality is that targets create a skewed focus on the underrepresented group. Leaders in the organisation often focus on that group, ignoring the impact this has on other groups who may feel equally disadvantaged.
The answer is to focus on increasing opportunity. Opportunities with outcomes are not necessarily linked to changing the demographic in the first instance. This approach needs more work and investigation into why certain groups of people may not be applying to, being appointed to or progressing in your business. Once you come to know the reason, you can establish outcomes to improve that particular situation.
2. Use positive action initiatives inclusively
Positive action is acceptable in law, whereas positive discrimination is not. This is one of the most misunderstood factors and causes much distrust of DEI practices. Some employers think they can advertise for a specific demographic. Often, this is motivated by a worthy intention, but it is discriminatory to other groups of people.
Positive action should be inclusive and geared towards improving opportunities, not guaranteeing jobs or other outcomes. Interventions could include improving communication channels and offering training or development events. Those opportunities should be provided across the board to tackle identified systemic gaps which impact potential. They must be transparent and intend to create a level playing field, not create an unfair advantage.
3. Be clear about how improving DEI helps your business
It is pretty lax to explain to your workforce that you are monitoring or creating positive action for minority groups because of your legal requirements as an employer. If you do not understand how a diverse workforce will benefit your business, find out why. Your business is unique, and the identified benefits must be specific to you.
While a legal requirement might get DEI on the radar, the best protection for your business against breaking the law is to wholeheartedly embrace efforts to level the playing field and be representative where possible. Explain to your workforce why you believe different initiatives and actions will benefit you and them. Get your workforce involved in initiatives and create outcomes to which they can relate.
In conclusion
It is inconceivable that DEI will be eradicated despite the current problems. As a business, attracting talent and securing the best people will increasingly be key for you. Your reputation as an employer will count. Operating DEI correctly, with transparency, clarity and commitment will show your workforce that you are accepting, inclusive and thoughtful. Not only that, but you could also be taking your pick from the best people from across society when attracting and retaining talent.
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