In recent years, Diversity, Equity, and Inclusion (DEI) has become a central focus for many organisations. And while this shift is encouraging, it’s also clear that not all DEI efforts are created equal.

In Elite Capture, Olúfẹ́mi O. Táíwò introduces the term “Deference DEI” to describe how organisations often focus on symbolic gestures rather than tackling the deeper, systemic issues at play.

But let’s take a moment to reflect: how is “Deference DEI” being discussed, and who is it being applied to?

Last Wednesday, many of us woke up heartbroken. Watching the election results, I felt the same wave of devastation that I experienced after the UK voted to leave and again when Trump was elected.

In today’s world, visibility is a currency. Whether you’re building a career, running a business, or simply trying to make your voice heard, being seen has never been more important. For many, this push for visibility is empowering, but for others—especially Black women like myself—it brings a complex internal conflict.

For as long as I can remember, I’ve been drawn to locs. There was something about their beauty, strength, and sense of identity that captivated me. But for years, I hesitated. I allowed fear to control my choices. Fear of being seen as unprofessional, unfit for leadership, or as someone who didn’t align with the “brand” of the organisations I represented.

Navigating the professional world as a Black woman often means contending with unique challenges and expectations shaped by cultural upbringing. The intricate dance of balancing ambition and cultural conditioning profoundly impacts how black women present themselves in the workplace.

In today's fast-paced and competitive world, businesses are constantly looking for ways to stand out from the competition, stay innovative, and outperform their rivals. They implement different strategies and initiatives to try to achieve these goals, but one crucial aspect that is often overlooked is inclusion. Inclusion, as the great multiplier, is and should be seen as the cornerstone that successful businesses are built on, catalysing increased performance, employee engagement, and sustainable growth.

Financial services organisations are being held to task by investors and the FCA. A common opinion is that Financial services are significantly behind on Diversity, Equality, Inclusion & Belonging (DEIB), and some have even gone as far as saying that a lot of what has been done so far in may organisations, has just been lip service.

We’ve talked about Equality for a long time, so I feel like most are familiar with it at this stage, but for anyone who isn’t. When we talk about Equality, we mean equal distribution and treatment to create fairness. Providing all with the same resources, opportunities, or support irrespective of their individual needs or circumstances. While this creates a spirit of fairness, it doesn’t address underlying systematic disadvantages or barriers that certain groups face.

I’ve not been able to sleep some nights.

The recent attacks on the essence of Equality, Diversity, and inclusion (EDI) have had me scared and curious. If we stop now, what was it all for?

Don’t get me wrong, I get it. People are fed up with tokenistic initiatives; some are scared that moving towards Equity and Inclusion could mean they somehow lose out.

Chronic illnesses can often go unseen, and are traditionally non-visible disabilities, that leave some sufferers feeling like imposters or unseen themselves.

Is it just me, or has this years theme fallen a bit flat? Is a year enough time for everyone to get their bums into gear?

When we try to create change in the world, the most effective change happens when people appreciate and understand what’s in it for them. For some of us, we are driven by the fact that creating inclusivity in the workplace is morally the right thing to do, but for some (I’m looking at CEOs and CFOs here), we need a bit more. We need to know how inclusivity in our organisations, will benefit our businesses.

The days of tick-box training being enough are over. Employees now demand intentional, authentic, and transformative efforts in ED & I. To get there, EDI and HR leaders need to change things up and prioritise communication and purpose-driven training that goes beyond mere compliance.

Climate change is one of the most pressing issues of our time, affecting people and ecosystems across the globe. While its consequences are far-reaching, one of the most disheartening aspects of climate change is the unequal burden it places on disadvantaged groups. Marginalised communities, including low-income populations, people of colour, and those with limited resources, bear a disproportionate share of the negative effects of climate change.