DEI in disguise: The stealthy shift to Inclusion

You’ve seen the headlines, DEI is facing some major shifts in the US and many of us are bracing for potential global fallout. In our conversations with clients and partners, a common question keeps coming up: How can organisations position and approach DEI now? How can we address concerns while continuing to cultivate an inclusive culture that drives growth?

One of the challenges we’ve seen in recent years is that there has been an overemphasis on Diversity, the “D” in DEI, along with representation, which has led to an underemphasis on inclusion (the I in DEI). 

Why is that?

Diversity is much easier to measure. As businesses we like to have clear and simple metrics, but measurements involving human social interactions and behaviour aren’t exactly as straightforward. As outlined in a recent article in the HR Director; in the past, “top-down mandates sometimes left out the deeper, more human structures that truly foster inclusion” citing “authentic connection” as a way forward for organisations. 

It's the work on the ground that counts, and that’s the case despite what the DEI headlines are saying. We still need to prioritise teamwork, collaboration, recognition and belonging which are also the foundational elements that make up inclusion. 

Many organisations struggle to measure inclusion, due to it being difficult to define, needing specialist knowledge to create the appropriate indicators. To bridge this gap, we created the Inclusion Model, an evidence-based approach grounded in research and behavioural science to help organisations understand inclusion and track their progress. 

According to Gartner’s 2025 key trends, organisations are not dropping DEI, instead they’re shifting focus towards inclusion. This doesn't mean ignoring diversity, but rather seeing it as an outcome of inclusion instead of the precursor. This is what we have seen recently from companies like McDonald’s, Apple and Costco. And the business benefits are clear: Gartner’s research found that inclusive organisations have much higher levels of engagement and discretionary effort from employees.  For businesses looking to take action, the best place to start is understanding where inclusion stands today. Our online diagnostic tool can help you do that, providing insight into what inclusion looks like right now in your organisation.

One aspect of inclusion that comes up time and time again in discussions with organisations, particularly in this climate, is Psychological Safety. With this month marking Time to Talk day, it's the ideal time to delve into the ‘what’ and ‘why’ of psychological safety. You can read more on that in next week’s Memo.