In recent weeks, the world of equality, diversity, and inclusion (EDI) has seen both troubling setbacks and inspiring progress.
As people leaders and EDI professionals, we understand that fostering inclusive workplaces goes beyond just policies; rather, it’s about shaping culture, embedding inclusive practices into daily operations, and ensuring strong leadership and accountability. In light of recent changes in the US, a growing concern has been META’s decision to scale back its EDI efforts, allowing harmful language to go unchallenged on its platforms. This shift not only sends the wrong message but also has tangible consequences for underrepresented and marginalized communities. Nevertheless, despite these setbacks, other major organizations—such as Apple, Costco, Cisco, and Marks & Spencer—continue to prioritize inclusion, demonstrating that responsible businesses remain committed to progress.
META’s Troubling EDI Rollback
META’s recent changes include allowing language that labels LGBTQ+ individuals as mentally ill and objectifies women not to be flagged as harmful. Additionally, the company has announced it is reducing its internal EDI initiatives, including diverse hiring and supplier diversity efforts. While META tried to justifies these changes under the banner of free speech, the reality is more complex.
Freedom of speech varies worldwide. In the UK and many other regions, protections against hate speech exist to prevent harm, ensuring that expression does not incite discrimination or violence. However, by allowing harmful language on a global scale, META normalizes negative stereotypes, fosters stigma, and can have serious mental health impacts on affected communities.
Furthermore, META is removing pride flag emojis and other symbols frequently used by the trans and non-binary communities. This move signals that inclusion is not a priority and risks influencing other companies to follow suit e.g. google who have now removed certain historical diversity dates from its online calendar. Given META’s vast reach, these changes set a concerning precedent for the broader EDI landscape.
Finding Strength in Community and Positive Change
Like many working in EDI, I found META’s decisions deeply frustrating. However, turning to my professional network, particularly the Diversity and Inclusion Leaders Facebook group, provided a much-needed reminder that I am not alone. Many professionals and organizations continue to fight for inclusive workplaces and equitable policies, and there are many positive stories that deserve recognition.
Companies such as Apple, Costco, Cisco, and Marks & Spencer are taking meaningful steps to reinforce their EDI commitments:
- Apple has urged shareholders to reject proposals that would weaken its EDI initiatives.
- Costco has reaffirmed its stance on diversity, recognizing its importance for employee retention, performance, and supplier relationships.
- Cisco is setting a strong example by actively engaging employees and fostering an inclusive workplace culture.
- Marks & Spencer has introduced a ‘slow checkout lane’ in some of its stores to accommodate older customers who may need more time and want to chat as they may be isolated and lonely and have limited opportunities to interact with other people.
These organizations show that while some companies may be sunsetting EDI, others continue to recognize its value and continue to make meaningful progress.
What Can People Leaders and Diversity Professionals Do?
So, how can we, as people leaders and EDI professionals, remain resilient and proactive in the face of setbacks? Here are five key steps to keep driving inclusion forward:
- Speak Up – If you feel comfortable, publicly challenge harmful policies and amplify positive examples of inclusion. Leaders who use their platforms to champion EDI help set the tone for change.
- Focus on What You Can Control – Prioritize EDI efforts in your own organization and get your own house in order. Review your policies to ensure they meet the needs of your people. Focus on developing a positive inclusive workplace culture, improving your employee experiences and outcomes. This ensures inclusion remains at the heart of your leadership approach.
- Lean on Your Community – Collaboration is key. If you’re not already part of the Diversity and Inclusion Leaders Facebook group, I invite you to join us. With over 1,700 members from 80+ countries, it’s a fantastic space for peer support, resource-sharing, and networking.
- Engage in Events – We host quarterly online networking meetings. Our recent session, led by Pauline Isherwood, focused on resetting and reframing challenges—a timely and powerful discussion for those navigating complex EDI landscapes.
- Prioritise Wellbeing – EDI work can be demanding and, at times admittedly a bit disheartening and challenging. Take steps to protect your own mental health and wellbeing and that of your team. Sustainable progress requires resilience, and looking after ourselves ensures we can continue advocating for change.
A Reminder of the Power of Small Actions
As we navigate these challenges, I want to leave you with a quote from Desmond Tutu: “Do your little bits of good where you are. It’s those little bits of good put together that can overwhelm the world.”
Even the smallest daily acts like starting a conversation, checking in on a colleague, or standing up for what’s right can create ripples of change. And as a previous podcast guest Sami Riaz reminded us, “Believe in the power of one.” Each of us has the potential to make a difference even if just one person.
Stay Connected – Keep Pushing for Diversity Progress
If you’d like to continue the conversation, I invite you to join the Diversity and Inclusion Leaders Facebook group. If you enjoyed reading this, consider subscribing to our updates to stay informed and inspired.
Together, we can continue to build positive, inclusive workplaces and push for lasting change. Let’s stay on the inclusive edge and keep advocating for progress.