Diversity efforts often start with big, bold moves—reports, events, and grand promises. Many organisations adopt DEI practices for reasons like compliance, competition, or public perception. External pressures—such as state regulations, peer actions, or PR trends—often influence these decisions.
However, these efforts frequently stop at symbolic gestures like publishing diversity reports or hosting events, creating only an illusion of progress.
For example, some organisations may report diversity metrics to appear inclusive but lack any meaningful integration of DEI values. Similarly, events branded as inclusive may lack long-term intent, reinforcing the notion of tokenism. While such efforts may initiate conversations, they rarely lead to genuine change.
Tokenism can serve as a starting point, but it cannot replace the need for sustained, authentic initiatives. In this blog we explore what more organisations can do to bring about a sustainable and meaningful DEI change
Tokenism Is the Starting Point, Not the Solution
While tokenism often attracts criticism, it can catalyse awareness and action. Even symbolic efforts can prompt organisations to take their first steps toward change. However, for these efforts to have lasting impact, they must evolve into something more substantive.
The intent behind DEI initiatives is critical. Efforts driven purely by compliance or public relations lack the foundation to sustain momentum. This highlights the need for organisations to go beyond surface-level actions and focus on embedding DEI into their core values.
This brings us to the twin pillars that anchor successful DEI efforts: culture and business alignment.
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Cultural Transformation: The Foundation of DEI Success
A thriving DEI strategy begins with cultural alignment. The modern workforce prioritises authenticity, often judging organisations on their cultural values and alignment with inclusive practices. DEI initiatives are therefore a reflection of an organisation’s true commitment to inclusion.
Companies that use DEI primarily for PR purposes may struggle to retain talent. In contrast, organisations with genuinely inclusive cultures attract employees who value purpose over perks. A strong DEI culture reinforces employee loyalty and positions the organisation as a brand worth reckoning with.
While culture sets the stage, aligning DEI with business objectives ensures its longevity.
Business Alignment: Integrating DEI with Strategy
Aligning DEI initiatives with business objectives is essential for long-term sustainability. Inclusive workplaces foster innovation, improve decision-making, and open access to broader market opportunities.
Diverse teams consistently outperform homogeneous ones, offering unique perspectives that drive creativity and problem-solving. Similarly, organisations that engage diverse demographics often tap into underserved markets, boosting profitability.
Yet, aligning DEI with culture and business goals faces inherent resistance and it is important for us to understand it in order to address the resistance effectively.
Resistance to Change in DEI Strategies: Why It Persists
Resistance to change, even in the face of clear benefits, remains a common challenge at all organisational levels:
- Leadership: Reluctance to deviate from traditional success metrics.
- Mid-management: Fear of reduced productivity or increased workloads.
- Hiring teams: Pressure to balance DEI goals with immediate recruitment demands.
This resistance stems from a natural human tendency to favour the familiar. Overcoming it requires visible leadership commitment and consistent communication about the value of DEI.
Learning from examples highlights the strategies that work and the pitfalls to avoid.
Consider the case of a consulting firm that struggled to implement its DEI goals. Despite having a strong business case, rigid success metrics and internal pressures impeded progress. Leadership intent, while present, failed to trickle down into actionable steps.
This example underscores the importance of sustained efforts and multi-level buy-in. Achieving success in DEI requires patience and a collective commitment across the organisation.
Leaders as Architects of Cultural Change
Transformational leadership is critical for driving sustainable DEI initiatives. Leaders must focus on the “why” of DEI, ensuring their vision is backed by consistent messaging and deliberate actions.
Building an inclusive organisation can be likened to planting a forest—requiring thoughtful planning, long-term responsibility, and generational effort. Regular assessments of leadership alignment with DEI goals are crucial. Moreover, leaders must model inclusive behaviours to inspire adoption across the organisation.
Beyond leadership, talent acquisition plays a pivotal role in operationalising DEI goals.
Redefining the Role of Talent Acquisition in DEI
Talent acquisition teams often bear the burden of meeting DEI quotas, which is both unfair and ineffective. Their role must expand beyond fulfilling numerical targets to advocating for systemic change.
For instance, recruitment teams can use data-driven insights to align DEI initiatives with operational goals, fostering organisational buy-in. Patience and flexibility are critical in inclusive hiring, as the process often takes longer than traditional recruitment.
External challenges further complicate the DEI landscape but offer opportunities for growth.
External Challenges in Achieving True Inclusion
Bridging the Skill Gap
A common hurdle is the gap between job requirements and the skills available in underrepresented groups. While women face fewer obstacles in this area, other groups, such as persons with disabilities or marginalised communities, often lack access to training for high-demand roles.
For hiring managers, this creates a frustrating mismatch—specific skills are needed, but the talent pool doesn’t always provide them. Add to this the challenge of onboarding: where most employees might take a few weeks to settle in, DEI candidates can require significantly more time and support to reach full productivity.
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The Accessibility Hurdle
Many candidates, especially those with disabilities, require accommodations such as remote work options. While hybrid work became more common during the pandemic, not every organisation has retained this flexibility.
For companies unwilling or unable to adapt, this creates a missed opportunity. It’s not just about providing remote options but designing roles and processes with accessibility in mind—from recruitment to daily workflows.
Addressing these challenges requires a mindset shift where one rethinks how organisations work, hire, and grow.
The Way Forward in Building Sustainable DEI Strategies
Tokenism may serve as a starting point, but it cannot drive meaningful, long-term DEI progress. True success lies in cultural transformation and strategic business alignment.
Once these foundations are set, the next step is turning intent into action. In the second part of this blog, we’ll delve into practical steps organisations can take to bring their DEI goals to life and create lasting, impactful change.
