In recent months, a troubling pattern has emerged; some of the world’s top organisations are quietly rolling back their Diversity, Equity, and Inclusion (DEI) initiatives and programs. What was once a corporate priority is now being questioned, criticised, and, in some cases, completely abandoned.
Diversity, Equity, and Inclusion sentiment has shifted, primarily fuelled by political backlash, misinformation, and a resurgence of outdated meritocracy arguments. But if history has taught us anything, it is that progress is never linear, and when faced with resistance, we must push forward, not retreat.
The erosion of Diversity, Equity, and Inclusion efforts raises a fundamental question: Do people honestly believe that diverse hires are not highly qualified? Or does one group lose by improving equity practices? Or is having inclusive workplaces bad for anyone?
The narrative that Diversity, Equity, and Inclusion lowers standards, discriminate against the majority, and make workplaces less masculine is misleading and deeply harmful. The premise of Diversity, Equity, and Inclusion has never been about hiring unqualified individuals to fill quotas; instead, it has been about removing systemic barriers that have historically sidelined underrepresented talent.
About the author
Lamé Verre is the Director of Net Zero of Crown Estate, driving the decarbonisation agenda across the enterprise portfolio and contributing to the UK Net Zero and Energy Security. Additionally, she is on the board of trustees of Green Alliance, an independent think tank and charity focused on ambitious environmental leadership, and a board member of Equitable Origin, a US non-profile protecting Indigenous rights in Latin America. She was also recently on the World Economic Forum’s Global Future Council—The Future of the Energy Transition.
