The headlines are loud and clear: “Organisations are scaling back DEI efforts.” I was recently asked the question that is on everyone’s mind: “Is DEI dead?”

At first, I felt a pang of worry—a sense that maybe we were regressing. Had the momentum we’ve built over the past decade hit a wall? But as I reflected, a more nuanced perspective emerged: progress is never linear, and meaningful change is rarely clean or straightforward. Change is messy—and that’s okay.

While it’s true that some organisations are scaling back their diversity, equity, and inclusion (DEI) efforts, it doesn’t necessarily signal the death of DEI. Instead, what if this is a moment to reimagine and evolve it? To move beyond performative actions and superficial measures? To embed inclusion so deeply into our workplace cultures that it becomes the air we breathe, not a box we tick?

The pitfalls of performative DEI

Let’s face it: DEI has had its share of missteps. In recent years, the rise of performative initiatives has often overshadowed genuine progress. Too many organisations have relied on flashy but shallow actions—like hosting awareness days, delivering one-off training sessions, or making public declarations that fail to translate into systemic change.

These efforts may generate good press or momentary applause, but they rarely create the kind of cultural transformation that leads to sustainable inclusion. Worse, they can breed cynicism among employees who see through the facade. When DEI becomes a mere trend rather than a deeply rooted commitment, it loses its power to inspire trust, loyalty, and innovation.

But here’s the good news: this moment of reckoning is an opportunity to shake things up. By moving beyond the performative, we can focus on what truly matters.

Redefining DEI: From programmes to people

Smart, inclusive leaders understand that building a culture of belonging isn’t about how many policies or programmes an organisation has in place. It’s about how people feel when they show up to work.

It’s about creating environments where:

• Diverse perspectives are not only welcomed but actively sought out.
• Employees feel empowered to bring their full selves to work, knowing they’ll be valued for who they are and what they contribute.
• Teams are psychologically safe—where speaking up isn’t just tolerated but encouraged.

This shift requires us to move away from surface-level metrics and focus instead on the human experience of work. It’s not about ticking demographic boxes; it’s about developing cognitive and demographic diversity that fuels innovation, creativity, and resilience.

What smart leaders are doing differently

So, what does this look like in practice? Here are three things inclusive leaders are doing to embed DEI into the DNA of their organisations:

1. Embedding inclusivity into recruitment and decision-making

Leaders who value diversity understand that it’s not enough to bring people in the door; it’s about ensuring they have equitable opportunities to thrive once they’re there. This means:

• Writing job descriptions that are inclusive and accessible, avoiding language that might inadvertently deter underrepresented candidates.
• Using structured, bias-aware hiring practices to evaluate candidates based on potential, not just past performance.
• Diversifying decision-making teams to reduce the impact of homogenous thinking and create more well-rounded outcomes.

2. Remaining flexible and adaptable

Inclusivity isn’t a one-time project; it’s an ongoing journey. The most effective leaders know they don’t have all the answers, and they’re willing to listen, learn, and adapt. They:

• Regularly seek feedback from employees about what’s working and what’s not.
• Stay informed about evolving social dynamics and are unafraid to pivot their strategies.
• Approach inclusivity as a shared responsibility, empowering employees at all levels to contribute to a culture of inclusion and belonging.

3. Building trust and empowerment

People won’t give their best to an organisation they don’t trust. Leaders who prioritise DEI focus on creating environments where trust flourishes. This involves:

• Transparent communication about organisational goals, challenges, and progress.
• Equitable recognition and reward systems that celebrate contributions from all employees, not just the loudest or most visible.
• Encouraging collaboration and mutual respect, which embeds psychological safety and creativity.

When employees feel safe, inspired, and valued, they go above and beyond. They tackle challenges with creativity, serve customers with passion, and become proud advocates for their organisation. Conversely, no one goes out of their way for an employer that treats them poorly.

Inclusivity isn’t just a moral imperative – it’s a business one

Some leaders still view DEI as a “nice-to-have,” especially during challenging economic times. But here’s the truth: inclusivity isn’t just a moral imperative—it’s a business one.

Numerous studies have shown that diverse teams outperform homogenous ones, especially when it comes to innovation. Why? Because diversity of thought leads to better problem-solving, fresh ideas, and more robust decision-making. When employees feel a sense of belonging, they’re more likely to stay engaged, motivated, and loyal—reducing costly turnover and increasing overall productivity.

In today’s hyper-competitive marketplace, customers are also paying attention. Consumers want to support brands that align with their values, and they’re quick to call out organisations that fall short. A commitment to DEI isn’t just about retaining employees; it’s about retaining customers, too.

What’s next for DEI?

So, is DEI dead? Far from it. But it is at a crossroads. This moment of reckoning is an opportunity to rethink how we approach diversity, equity, and inclusion—to make it more authentic, impactful, and enduring.

Instead of scaling back, we should be doubling down on what works: creating cultures where everyone feels valued, respected, and empowered to contribute. This requires courage, commitment, and a willingness to embrace the messiness of change. But the rewards—both human and financial—are well worth the effort.

As organisations navigate this complex terrain, let’s remember one simple truth: DEI isn’t about how many awareness days you host or who’s attended unconscious bias training. It’s about how you make people feel every single day, no matter who they are or where they come from.

Because in the end, it will always be the colleagues, customers, and communities who decide whether your business succeeds. And people—all people—deserve to feel like they belong.

CommsRebel can help you revolutionise workplace cultures from within. If you would like to cultivate a thriving inclusive culture so colleagues unleash their full potential, we can help. Please get in touch, and let’s have a chat!

PS. If you enjoyed this post, check out Unlocking Inclusivity: 10 DEI Terms Every Workplace Should Know.

I have also written an award-winning book, Building a Culture of Inclusivity, it’s a practical guide to help you understand how to construct and sustain an inclusive workplace where progress leads to results.