Rethinking DEI: Inclusion and belonging in a shifting landscape
What’s changing in the DEI landscape?
In the last year we've witnessed visible shifts in how DEI is being discussed and considered. From policy rollbacks, corporate defunding, to the public’s fatigue and scepticism, there’s a growing narrative that DEI is being abandoned. However, our work with clients across a wide span of industries and regions tells a different story.
Many organisations are evolving their approach, integrating core DEI tenets into their strategy, leadership, culture and communications. The shift focuses on intentionality, to align with evolving expectations both inside and outside the organisation.
How are forward-thinking organisations reframing DEI?
People Made has been working with various businesses - from a leading European bank, a UK retailer, to a global tech company - to assess their current DEI offering and help evolve their focus and efforts to better align with both business goals and employee trust.
We recently completed an impactful project supporting a business with their goal of increasing the number of women and people from ethnically diverse backgrounds in leadership roles. Through our research and analysis, we helped them develop a deeper understanding and identify the key societal, cultural and corporate barriers holding people back from progression. They've embedded our priority recommendations for change within their L&D strategy which is now being rolled out across their 10,000 people.
What does meaningful DEI look like in practice – and what comes next?
For organisations looking to embrace DEI within their Culture, smarter, aligned and more integrated action is the way forward.
There are some key steps we follow to develop Cultures of inclusion, psychological safety and belonging.
- Define a clear, measurable goal that aligns with the business ambition - To ensure that there is strong buy-in from senior leadership and to maximise the impact of efforts to evolve the Culture, it’s essential to understand the strategic compass of the business and align Culture change efforts that will execute the strategy and deliver its key priorities. To set a tangible, measurable goal, you first need to deeply understand the challenges and the change you want to bring out so that there’s a robust assessment of the end outcome you’re striving to achieve.
- Design inclusive and representative research – develop a segmentation framework that considers gender, ethnicity, age, business area, seniority and tenure. Facilitate focus groups in person where possible, and consider the make-up of each group, to foster strong levels of trust and psychological safety. Invite all employees to share their ideas and inputs through forums such as short online surveys.
- Review and update values and behaviour frameworks – it’s best practice to review an organisation’s values and behaviours periodically to assess how effectively they are signposting the desired mindsets, actions and ways of working. Updating specific behaviours that promote inclusivity and belonging ensures that every employee, from leaders to managers to new starters, is held to the same expectations, driving equitable decision making, belonging and stronger team performance.
- Activate changes and initiatives that foster an authentic, inclusive culture – using the insight-led recommendations to prioritise high-impact actions, work can begin to make changes and updates. From setting measurable expectations for leaders, updating policies on parental leave, flexible working and L&D, to reviewing recruitment, progression and succession planning — organisations can move quickly to show intent and deliver visible, meaningful progress.
- Create the conditions for people to feel safe and encouraged to share their voice - honest, timely feedback drives innovation, stronger relationships, and shared understanding, and helps organisations see where the culture is meeting expectations and where it must improve. Equipping managers to actively listen and facilitate listening groups, alongside designing pulse surveys and anonymous feedback channels gives people the confidence to speak up, fuelling faster, more meaningful progress.
If it’s time to rethink your approach to DEI, we can help you take positive action with confidence and clarity. To hear more about best practice, download our Time to Redesign report here or get in touch at [email protected]