The Reckoning DE&I Deserves
Why I Won’t Be Jumping to the Defence of DE&I
In recent months, and perhaps years, a growing wave of corporate and political backlash against Diversity, Equity, and Inclusion (DE&I) initiatives has gained momentum; and for the most part this means very little for those engaged in the work of Racial Justice and Anti-Racism.
From major corporations proudly scaling back these programs to conservative leaders deriding DE&I as excesses of “wokeness,” or “femininity”, the retreat is as much tactical and political, as it is expected and deserved. While some may view this as a threat to social progress and a step backwards, I personally believe that this reckoning is well-overdue and absolutely warranted.
DE&I was always a corporate mechanism of maintenance, without any inclination to address systemic racism, or even gender justice for that matter; it was an apparatus that was built on a foundation of inauthenticity and self-preservation of the corporate facade rather than genuine commitment to principles of justice, equity and social cohesion, and as such those who were drawn to the work, were forced to do the work in a way that benefited, without challenging, corporate interests. So let us watch the corporate plutocracy, which includes some of our “most trusted brands”, show themselves for what they are, once again, and let us strategise and progress the work of social justice, equity and cohesion in the innumerable ways we know how.
A Futile Attempt to Derail Progress
The notion that the withdrawal of a few powerful corporations or even powerful political actors will permanently derail the broader movement for social justice and equity is just another example of the type of shortsighted capitalistic thinking that has pushed our planet to the verge of social and ecological capitulation.
These efforts, while disruptive, and at first disappointing, given the misplaced trust we put in institutions and corporations, will ultimately prove futile in the long term, because no company no matter how big, not even the entire economic system can perpetually resist the spiritual, moral and intellectual momentum of the entire planet.
Social change is not a trend driven by corporate budgets but a deep and irrepressible force that has been building momentum for a few centuries now, with recently apparent exponential growth. The pursuit of justice, equity, and human dignity is not a moment to navigate but a reality to come to terms with.
Corporate actors may believe that they will be able to avoid structural change in the way we conduct business and the way we conduct ourselves in society and the workplace, but their efforts simply reveal the superficiality of their commitment from the beginning and will only further reveal the lack of faith in those organisations, individuals and institutions that we trusted with the work of “Diversity & Inclusion”.
The Roots of the Backlash
This backlash against DE&I was inevitable for two fundamental reasons that have long plagued the sector:
Corporate Control and the Façade of Responsibility
From its inception, DE&I was designed by corporate interests as a mechanism to maintain a facade of social responsibility while bolstering shareholder confidence and employee “attraction, engagement and productivity”.
Most organisations approached it not as a moral imperative with an embodied desire to genuine change, but as a public relations tool, designed to appease external critics and internal stakeholders alike.These performative actions were always, and still are, centered on “optics” rather than outcomes. This lack of authenticity meant that the foundation of corporate DE&I was hollow from the start.
The Role of Internal Gatekeepers
Those entrusted with advancing DE&I within organisations—from People and Culture Directors to Diversity & Inclusion Managers—often faced subtle control and resistance tactics from their own leadership, CEO and Boards, and as such most prioritized self-preservation over transformative change.
Instead of challenging the status quo, most of those who survived long-term in the DE&I space, self-employed or corporate staff, played the political game of appeasing the holders of the purse strings, ensuring their own career paths remained intact and their relationships with political actors and potential employers remained unchallenged.
This unwillingness to take meaningful risks resulted in a diluted and ineffective approach to systemic inequities. I wrote, in Raising Humanity, my critique of this kind of self-serving leadership, stating that “transformational change will not come from those who are invested in the perpetuation of the existing system.” And sometimes the perpetuation of the system relies on individuals invested in safeguarding their careers.
Watered-Down Rhetoric and Tokenism
As a result, what was giving support and funding, overtly or subtly through euphemistic directions, eventually determined what survived within the corporate DE&I sphere, which is generally little more than a Frankenstein hodgepodge of hollow rhetoric, vapid catchphrases and tokenistic actions, like a perfectly assimilated Person of Colour placed on a board, all carefully calibrated to avoid unsettling leadership, funding bodies, political actors and media powerbrokers. Ambitious ideas for racial equity were consistently sidelined in favor of sanitised initiatives that neither disrupted power structures nor addressed the root causes of inequity.
The rise of terms like allyship, intersectionality, inclusion, belonging, and wokeness reflects this pattern. Originally powerful concepts rooted in anti-oppression work, these terms were misappropriated, misused and systematically stripped of their potency. Kimberlé Crenshaw, who coined the term intersectionality, has frequently lamented its depoliticisation, stating that “intersectionality has been distorted and misinterpreted in ways that serve to undermine its radical potential.” Instead of inspiring substantive action, these buzzwords became tools of corporate branding, and even worse, intentionally misinterpreted and misdefined, so as to render them vague and toothless.
The Role of Gatekeepers and Peak Bodies
Gatekeepers within corporations and so-called peak bodies compounded the problem. These actors often acted as enforcers of corporate interests, ensuring that DE&I initiatives remained palatable to those in power. Many of these organisations relied heavily on corporate membership dues and government funding, further entrenching their dependence on maintaining the status quo. This dynamic rendered them incapable of pushing for meaningful change.
A Long-Overdue Reckoning
The backlash against DE&I will hopefully activate a reckoning that is both overdue and necessary. This brings an opportunity to shake the proverbial tree, allowing overripe fruit to fall, and self-serving actors to dissipate. As those who treated DE&I as a stepping stone for career advancement and personal gain begin to exit the field for greener pastures, the space opens up for genuine change-makers to take the reins and redirect
This reckoning will be uncomfortable, but it is also a chance for those who have been sidelined—those who refused to appease powerbrokers and sacrificed their own financial betterment and political networking—to reclaim the work of social justice, racial equity, and gender justice. These individuals, unburdened by corporate allegiances and white-adjusting tendencies can now begin the work of building racial justice initiatives that are rooted in integrity and driven by a genuine desire for change.
Transmuting and Transcending
As the die off of DE&I progresses, what energy and influence we have left must be transmuted into something far more meaningful. This work must transcend the barriers erected by corporate gatekeepers and prioritise dismantling systems of oppression, rather than protecting systems of profit. The backlash, far from being a death knell for social change, will serve as a crucible for a new era of anti-racism and justice work—one that is led by those who are unafraid to challenge the structures that uphold inequality.
Moving Forward
This moment demands clarity, courage, and commitment. It is a chance to strip away the veneer of performative DE&I and focus on the work that truly matters. Those who remain in this space must recommit to the values of justice and equity, with courage and conviction, free from the influence of corporate oversight and self-serving leaders in public institutions and academics who refuse to even mention, much less challenge, white supremacy.
As the corporate world repeals its “diversity” agenda, the work of justice will continue. It will no longer be constrained by the shallow interests of powerbrokers and gatekeepers. Instead, it will be driven by those who know deeply the experience of systemic racism, and understand that true equity requires not only vision but sacrifice.
For those ready to take on this challenge, the path forward is clear: leave behind the empty gestures and embrace the hard, unrelenting work of dismantling injustice. The time for authenticity and integrity is now.
