HRZone asked 5 champions of diversity equity and inclusion to answer these questions in honor of International Women’s Day, 2025.
How can we, as advocates for gender equity, push back on anti-DEI rhetoric?
If we want to see action, we need to speak the same language.
Blaire Palliser – Keynote speaker and future leadership authority, author and coach, That People Thing Ltd
Language is powerful. The language of DEI was always demonised. For some, the word Feminism is associated with men-hating and lack of femininity. The word Gay has been turned into a insult. The phrase “Black Lives Matter”, which was deliberately misinterpreted to imply that only black lives are important, was also intentionally misinterpreted. ‘Woke,’ which originally meant a conscious awareness of social and politic issues, has now been interpreted as self-righteous liberalism.
It is now being demonized to use the words Diversity, Equity, and Inclusion. It’s all done on purpose, of course… to make it harder to discuss and act upon the injustices in our society.
It is now even more crucial that we use these words. We claim them. International Women’s Day provides the perfect occasion to speak of equity, inclusion and belonging. We should not be afraid of standing by these words. In the past decade, different polls have revealed that while many people do not identify with the word ‘feminism’, they still believe that men and woman should be treated equally.
It is time to revisit the meaning of these words. This might seem to be a step backward, but we need to speak the same language if we want action. We must not be frustrated but rather excited about the fundamentals.
We must actively involve men in this quest. “They are not our enemies; they are vital allies.”
Jenny Garrett – Award-winning career trainer, leadership trainer, keynote speaker & author Equality vs Equity : Tackle Issues of Race at Work
In these difficult times, when DEI is being questioned we must demonstrate the tangible benefits of equity for all. We must move past the idea of “fixing” females and show how a more gender-balanced work environment is better for everyone. The need for flexible work arrangements, generous parental leave and job sharing are not just women’s issues. They’re also family issues that enable all parents to thrive at home and at work. This shift is beneficial to fathers, children, and partners. It fosters a more supportive, equitable society.
Diversity is not about ‘fitting in’ but rather a “culture add”. The difference is not a weakness; it is a strength. Diversity in the workplace, including diversity of gender, can bring a variety of perspectives. The power of collective creativity and intelligence that come from diverse viewpoints is what we are aiming for.
We must also actively involve men in the journey. They are not our enemies; they are our essential allies. We must empower men to be mentors, sponsors and active shapers for a gender-equitable work environment. We can break down systemic barriers by working together and creating a culture that is truly inclusive, where everyone can achieve their full potential.
“A principle doesn’t become a principle unless it costs you money”
Karen Dobres is an Author and former Director of Lewes F.C. Karen Dobres, Author and former director of Lewes F.C.
We were on the board of Lewes FC, the first club to provide equal resources to men and women in pro or semi-pro football. As such, we were very vigilant about potential partners who wanted to “wake-wash” themselves. We looked at gender pay gaps and turned away sponsors who did not share our values. After all, a principle is only a principle if it costs you. Like the Suffragettes, we were proud of our actions, not just words.
Our women’s team, for instance, partnered with Breast Cancer UK and jumped from a plane in order to raise money. What are you for if your actions don’t match what you say (or if you scare yourself silly at 10,000 feet?) !
This retreat by Google, Disney, and PayPal from DEI shows where their priorities are. The sun is said to be a disinfectant. Here we have everyone showing their true colours. It’s never been easier to decide where we want our money spent.
We wanted to be the women’s club in an all-male environment. This worked both financially and morally for us. You can make a difference in the world by examining where your money and efforts go. Also, look for those who are continuing in their fight to empower girls and women. Use this light.
“Let’s avoid a knee-jerk reaction and assume that DEI has been done”
Cheryl Allen Senior Vice President of Human Resources at Atos
In this crazy world, where DEI seems to be politicised and the discussion is polarised, it’s more important than ever to provide our people with a psychological safe place, a place where they feel supported, trusted, and can be themselves, without fear or repercussions.
How can we achieve this? We can all have an impact on this as leaders, parents, friends, and people. As a leader and a mother, it is my duty to serve as an example for others. I offer time to mentor, coach and support them. I am adamant about educating and reminding people what DEI is. It’s not about giving the woman a job just to meet a goal, but about being open-minded and allowing the best candidate the chance to get the job. It’s about learning to value all differences.
This journey is far from over and can only be completed with your active support.
“Avoiding diverse perspectives is not only limiting but also a liability.”
Judith Germain is a leading authority on maverick leadership. The Maverick Paradox is a Leadership Consultant, Trainer and Author.
While some companies are pulling back on DEI, those who are smarter are increasing their efforts because they understand that it is their competitive edge. Gender equity is not just a moral concern; it is a necessity for business. Companies who ignore gender equity are not just making a statement about social issues, but they are also making a strategic mistake.
The data speak for themselves. Companies that are in the top quartile of gender diversity in executive teams have a 27% higher likelihood to perform better financially than companies in the bottom quarter. Diverse teams are also more innovative. According to a study by Harvard Business Review, organisations that have inclusive leadership are better able to create new products and enter new markets. Diverse perspectives are important in industries that require differentiation. Failing to do so is not only limiting but also a liability.
Then there is talent. The same organisations that are cutting back on DEI also struggle with retention, engagement and leadership pipelines. The best performers, especially the younger generation, choose to work at companies that take inclusion very seriously. Companies that do not prioritize gender equity run the risk of losing their best employees to competitors who value it.
It’s not about compliance or quotas, but about the longevity of your business. The companies that integrate gender equity in their leadership structures and decision-making strategies, as well as talent strategies, will be the most innovative and financially successful. Who retreats? They are betting against the future, and they won’t win.
International Women’s Day: Let’s keep moving!
These five powerful messages will hopefully inspire you to continue your DEI effort. Organisations must continue to push forward and encourage others to do the same.
Happy International Women’s Day.
