About DEI

A framework that aims for diverse perspectives, fairness, and justice. Done wrongly, DEI policies can backfire on this original goal.

Diversity

Diversity is the presence of individuals with different characteristics and backgrounds within an organisation.

In the workplace, diversity seeks to promote a wealth of perspectives, ideas and approaches. This variety not only enhances creativity and problem-solving but also contributes to a vibrant organisational culture, reflecting the complexities of the global community.

Equity

Unlike equality, which gives everyone the same opportunities for success, equity sees everyone as having different starting points, and therefore needing different interventions to create a level playing field.

However, measuring the fairness of the playing field and the efficacy of interventions is difficult, which is why DEI experts’ benchmarks tend to be the equality of outcomes. This approach is controversial, and deeper research is needed.

Inclusion

Inclusion goes beyond representation; it’s about creating a workplace culture where every individual feels valued and fully included in all aspects of organisational life. It involves fostering an environment where diverse perspectives are not only welcomed but celebrated.

However, the nuance that is often lost is that inclusion does not necessarily mean agreement. Disagreement should be celebrated equally in balance with a diversity of perspectives.

DEI is Going Sideways

Diversity, Equity and Inclusion (DEI) has taken a wrong turn, with far reaching consequences.

Global Activist Pressure to Favour Certain Affinity Groups

Powerful activist groups and international organisations show partiality to certain identities and political viewpoints and demand companies to enforce political views in the workplace.

Foreign Governments Intervening in Local Affairs

Foreign governments may pressure their companies to adopt controversial DEI policies that undermine the host country’s cultural values.

Pressure to Conform to Homogenous Values

DEI efforts may create an expectation of uniformity in values, potentially marginalising individuals with differing beliefs. Instead of promoting viewpoint diversity, DEI might impose homogenous values upon employees.

Discrimination against Companies with Different Values by Harming Investability

Rating agencies conflate sustainability with other political causes when evaluating company ESG scores. Companies that do not adopt politically controversial ideologies might suffer in their sustainability ratings.

Contradictory Policies Marginalise the People DEI Originally Intended to Support

When DEI becomes conflated with controversial politics, the result backfires and erases years of progress. True inclusion must recognise definitions of identity groups to protect justice and fairness.

Misplaced Diversity Policies Harms Service Quality, Safety & Justice

When DEI policies supersede the competencies needed in the hiring process, not only does this look patronising, it compromises the work quality of critical services.

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