It’s not every day I feel like James Bond but perhaps it needs a bit of 007’s approach to counter the spectre of a world-wide influence who projects such abject – yet dangerous  – nonsense!

Diversity, equity and inclusion (DEI) initiatives are a form of discrimination and must end, according to billionaire Elon Musk.  He posted “DEI must DIE,” on X, his social media platform formerly known as Twitter. 

DEI initiatives are intended to create safer and fairer work environments. They focus on ensuring equal access and opportunity for people who face ongoing discrimination and are underrepresented in the workforce through schemes like dedicated training, mentorship opportunities and open discussions.

Lazy and Irresponsible

Musk’s point (behind his deliberately provocative soundbite) was ‘to end discrimination they have served to replace it with different discrimination.’  It is a lazy, irresponsible comment made by someone unable or unwilling to see, let alone understand, the ‘lived experience’ of so many other people.

Okay, so he may have been looking for a headline to court controversy. But creating headlines can be dangerous and at a time when diversity, inclusion and equity need to be better understood by our increasingly diverse yet marginalised communities, we must take a stand against such sweeping language.

DEI Must Live – House of Lords Roundtable Discussion

Earlier this spring, Inclusive Companies hosted an open discussion on DEI and the challenges it still faces. Held at the prestigious House of Lords and chaired by esteemed DEI strategist and practitioner, Jiten Patel, the event brought together a diverse array of DEI professionals and industry leaders. The central focus of the discussion revolved around the imperative for DEI efforts not merely to exist but to live and thrive within organisations.

We posed three questions to the assembled group of DEI professionals and industry leaders. This is a snapshot of the feedback:

1. Has there been stagnation when it comes to DEI initiatives?

There was a mixed response, largely because many reported that budget cuts (worrying) may well have been having an impact.  There were some clear messages, however:

• senior leadership teams must reflect the diversity of the workforce they oversee, yet this remains an unmet goal in many organisations
• without authoritative support, DEI initiatives struggle to achieve significant impact, underlining the importance of executive buy-in
• despite the existence of diverse talent, barriers persist that hinder their advancement into senior positions
• the presence of diverse role models (I prefer the term ‘real models’ as ‘role’ suggest an artifice – but the point remains very clear) was deemed essential

While quick wins may provide momentum, participants stressed the importance of viewing DEI efforts as a long-term marathon rather than a short-lived sprint. Efforts that consider intersectionality were highlighted as necessary for meaningful impact, acknowledging the complexities of identity and experience is needed to ensure inclusion for all.

• How can we support one another for DEI to thrive?

At the heart of the discussions was the recognition that collaboration and mutual support are essential for driving progress.

• importance of sharing best practices through networking and collaboration both within organisations and across industries
• moving forward together, even during budget limitations
• tailoring strategies to specific contexts rather than adopting a one-size-fits-all approach
•  the significance of qualitative measures in complementing quantitative metrics, as they can capture nuanced aspects of DEI that traditional metrics may overlook.

Concerns were raised about the reluctance some may have to share practices, as there is often a desire to maintain a competitive edge.  It is important that organisations do not view DEI as something they can achieve in isolation; it is far, far bigger than that.  And by simply looking inwards, an organisation will not meet its aims.  An open, collaborative culture – one which is shared and, in turn, receives ideas and initiatives from others – is a culture which will see an organisation thrive.

• How can CEO support be effective for DEI initiatives?

CEOs hold considerable influence in setting the tone for DEI within their organisations.

• bringing individuals with reservations about DEI initiatives into open discussion sessions could provide a safe space for learning and discovery
• direct lines of communication between heads of DEI and CEOs are essential for facilitating effective collaboration and communication, leading to impactful outcomes for inclusion
• strong leadership support, coupled with open discussion, and a workforce of allies is vital for driving meaningful progress in DEI initiatives and creating inclusive workplaces

Overall, there was a shared determination among DEI professionals to actively create inclusive environments and real progress in driving forward initiatives to ensure that DEI is the bedrock of an organisation. 

Far from creating a different discrimination, DEI seeks to include all and make life, work and workplaces equal in terms of feeling welcome, included and valued.

That, Mr Musk, is its purpose. The fanaticism, unhelpful rhetoric and insensitive headlines can die.  But DEI most surely must LIVE.