ArticleJanuary 30, 2025by included0

EDI Is Evolving – And It’s Time to Act!

EDI Is Evolving – And It’s Time to Act!

With recent events focusing attention on Equity, Diversity, and Inclusion (EDI), Included’s CEO, Michelle Sequeira, encourages you to take a step back and consider the bigger picture. Resistance to progress is nothing new – history shows us that meaningful change is often met with pushback. From civil rights movements to LGBTQIA+ rights, every major shift has faced challenges. But these challenges are proof that change is happening.

Today, EDI is more embedded in the workplace than ever. Whether framed as organisational culture, meeting diverse needs, building high-performance teams, valuing merit and skills, addressing talent shortages, or fostering innovation – EDI is now an inseparable part of the employee experience.

Despite ongoing resistance, we are witnessing real momentum. The European Union has introduced directives on equal pay, sustainability reporting, and gender balance on corporate boards. Global leaders such as Costco and Apple continue to strengthen their commitment to inclusion, actively embedding EDI into their strategies.

EDI is not just here to stay – it’s evolving. Leaders must adapt to remain at the forefront of progress. This is a call to action for organisations and individuals alike: embrace the shift, recognise the benefits, and take proactive steps to drive meaningful change.

So, what can you do?
  1. Stay focused on impact: Use data to show the ROI and evidence behind your decisions – e.g. one client saw diverse and inclusive teams had 18% higher sales than other teams.
  2. Identify and address systemic inequities: From misinformation and language to biases in organisational policies, processes and practices; use a data-driven approach to target the most impactful levers.
  3. Reposition EDI as strategic imperative: With a strategy that is embedded across the business and people strategy, with inclusion as a core value; and accountability and measures across all levels.
  4. Be consistent in messaging and initiatives: Just as you would for any other strategic priority – examine what works and what isn’t – and make adjustments accordingly.
  5. Facilitate dialogue and awareness: Encourage ongoing learning to challenge and reposition thinking; and accountability with campaigns to promote understanding.
Share

Leave a Reply

Your email address will not be published. Required fields are marked *