Is DEI dead?

A call for strengthened initiatives, not abandonment: For some, the notion of diversity is no longer a “nice-to-have” initiative, but a political topic that causes discomfort and divides opinions, writes Ruhee Meghani.

In 2025, the conversation around diversity, equity, and inclusion (DEI) has become increasingly polarised. Is DEI still relevant, or has it run its course? While the conversation grows louder, we must ask ourselves: What would we lose if we abandoned DEI?

The stakes are too high for businesses and communities to ignore. As a migrant woman of colour in Australia, I’ve witnessed firsthand the impact of exclusion. I’ve seen how being overlooked, marginalised, or treated as “other” can shape a person’s life experience, from career opportunities to mental health.

But I’ve also seen how the inverse – the power of inclusion, belonging, and wellbeing initiatives – can drive progress, creativity, innovation, and productivity. Teams are happier and more cohesive when they feel valued, seen, and supported.

Yet, despite this progress, many are questioning the relevance of DEI efforts. Some celebrate what they perceive as the “death” of DEI, arguing that it’s time to move past it. But as the world becomes more polarised and workplace dynamics evolve, we must ask: What do we stand to lose when DEI initiatives are dismantled or ignored?

The truth is that DEI is not a passing trend, nor is it a buzzword or checkbox to tick off on a corporate agenda. For marginalised communities – people of colour, people with disabilities, LGBTQIA+ folks – it is not just a strategic initiative; it’s a lifeline. DEI ensures that someone receives healthcare instructions in their native language, that a disabled employee has the accommodations they need to thrive, or that a young queer professional sees a pathway to leadership.

In the face of increasing social and political polarisation, it’s easy to overlook the undeniable fact: DEI saves lives. It fosters a sense of belonging that enables individuals to reach their full potential and contribute to their communities and workplaces in meaningful ways. When we strip away DEI, we risk erasing people – dismissing their experiences, their needs, and their contributions.

The case for DEI

More than a business imperative, the argument for DEI is no longer about simply making the business case for it – it’s about the moral responsibility to support a diverse workforce and ensure equitable access to opportunities. We’ve already passed the point where diversity is an optional “extra”. Diversity exists, and its benefits are well-documented.

But inclusion – the feeling of being valued, heard, and respected – is where true transformation happens. When DEI is properly implemented, it leads to tangible benefits for the organisation as a whole. Diversity fosters creativity and innovation. Inclusion drives employee engagement and satisfaction. Equity ensures that everyone has a fair shot at advancement, regardless of their background or identity.

On the flip side, when inclusion is absent, organisations face higher levels of stress, burnout, and turnover. This is not just about doing the right thing; it’s about being smart and forward-thinking. As consumers, employees, and investors increasingly vote with their values, organisations must realise that aligning with the principles of social justice is not a “nice-to-have” but a necessity for staying competitive. Younger generations, in particular, care deeply about the ethical stances that organisations take. If a company stands on the wrong side of history, it risks losing talent, customer loyalty, and even its relevance in the market.

Leaders, it’s time to double down on DEI

The responsibility to drive meaningful DEI change falls squarely on the shoulders of leadership. How leaders respond to these challenges will set the tone for the entire organisation. In times of uncertainty and division, leaders must listen – truly listen – to feedback from their employees and communities.

It’s not enough to merely acknowledge diversity; we must understand the lived experiences of marginalised groups and act on what we learn with transparency and authenticity. Leaders must be prepared to implement changes that reflect the needs and desires of their teams. This could include revising policies to be more inclusive, offering training programs that address bias and stereotypes, or simply owning up to past mistakes.

The key here is not just to talk about change but to demonstrate a genuine commitment to it. Your words will only go as far as your actions take you. Authenticity and accountability will be what differentiate organisations that succeed from those that fail in fostering inclusive environments. Make no mistake – DEI is not going away. In fact, we are entering an era where DEI is more crucial than ever. The demands of marginalised communities are not merely theoretical. They are real, urgent, and grounded in lived experience.

When DEI thrives, everyone benefits – not just marginalised groups, but all employees. Equity uplifts us all. Whether you’re a person of colour, an LGBTQIA+ individual, or a white ally, a culture of equity, inclusion, and belonging fosters a work environment where everyone can contribute, innovate, and succeed. As we look to the future, we cannot afford to roll back our commitment to DEI. The consequences of abandoning it are too great.

If we want to build stronger, more resilient organisations, we must double down on DEI initiatives. We must lead with courage, with empathy, and with an unwavering commitment to creating a more inclusive world. The work may be difficult, but the payoff – better teams, better business, better society – is well worth the effort. Let’s not lose sight of the power of DEI. Let’s protect it as if our future depends on it – because it does.

Ruhee Meghani is the founder of Allied Collective.