The conversation around diversity, equity, and inclusion (DEI) has shifted dramatically over the years, with increasing resistance to its principles. From accusations of creating reverse discrimination to concerns about its political connotations, DEI faces an uphill battle. However, despite these challenges, one thing remains crystal clear: DEI should continue.
Whether you call it DEI, MEI, or simply fairness at work, the principles of creating equitable and inclusive environments cannot be abandoned. It is not just a workplace trend—it is a business imperative and a moral obligation to create workplaces where everyone can thrive.
DEI work is not about meeting quotas or ticking boxes. It is about levelling the playing field and creating cultures that unleash the full potential of every individual. Whether it is called DEI, MEI, or simply good business practices, the principles remain essential. — Saransh Jain, Co-Founder, Changeincontent
Why DEI should continue: Beyond acronyms
1. It benefits everyone, not just a few
The biggest misconception about DEI is that it favours some groups over others. In reality, DEI initiatives—whether through structured hiring processes, parental leave policies, or fair promotion practices—benefit entire organisations.
For example, when companies focus on reducing bias in recruitment, they attract diverse talent and improve their overall hiring quality. Similarly, flexible work policies initially designed for women often lead to greater employee satisfaction and productivity across the board.
This is also true for India, where workplace diversity remains a challenge. Many women drop out of the workforce due to caregiving responsibilities. DEI-led initiatives like flexible schedules or childcare support aren’t just about bringing women back—they create a better work environment for all employees, including men who want to be active caregivers.
2. The business case is unshakeable
Data doesn’t lie. Companies that prioritise DEI consistently outperform those that don’t. According to a McKinsey report, organisations with high gender diversity are 25% more likely to achieve above-average profitability.
This is especially relevant in India, where organisations compete in an increasingly global economy. Teams that reflect the diversity of India’s population are better equipped to understand local markets while contributing fresh perspectives to global challenges.
3. DEI should continue because today’s workforce demands it
Gone are the days when employees accepted the status quo. Today’s workforce—especially Gen Z and millennials—expects their employers to uphold values like equity and inclusion.
A 2024 study revealed that over 70% of professionals prefer to work for companies that prioritise DEI. Ignoring these expectations can lead to retention challenges, tarnished reputations, and lost talent. DEI is no longer just an ethical commitment. It is a business strategy for attracting and retaining the best people.
DEI in action: Moving beyond labels
Resetting the narrative
The term DEI itself has become a lightning rod, often overshadowing the important work behind it. But renaming it doesn’t mean abandoning it. Whether you call it inclusion, belonging, or simply building fair workplaces, the underlying principles remain essential.
Take Walmart, for instance. While the company paused using the term DEI, it rebranded its efforts under “belonging” and continued its commitment to inclusivity. This shift in narrative can make DEI feel less polarising and more universal.
Embedding DEI into systems
The true strength of DEI lies in embedding it across every aspect of an organisation—from hiring practices to leadership training and performance management. In India, this could mean:
- Documenting promotion processes to ensure fairness.
- Providing inclusive leadership training for managers, especially in traditionally male-dominated industries.
- Encouraging employee-led resource groups (ERGs) to address specific needs, such as accessibility or mental health support.
Data-driven impact
Organisations must measure the real impact of DEI initiatives. For example, tracking metrics like hiring rates, promotion equity, and employee sentiment can highlight where gaps exist. It will help them identify the areas they must focus on.
A Mumbai-based fintech company we studied found that women were less likely to advance beyond mid-level roles. By addressing this gap with targeted mentorship and transparent promotion criteria, they not only increased the number of women leaders but also improved overall team performance by 20%.
Changeincontent’s perspective: Why DEI should continue
At Changeincontent, we believe DEI should continue, no matter what you call it. The term itself may be debated, but the principles it represents—fairness, equity, and inclusion—are timeless.
In India, where a large and diverse workforce powers one of the world’s fastest-growing economies, the need for DEI is even more pressing. When organisations embrace these principles, they build better workplaces and also stronger societies.
As we move forward, let’s remember that DEI is not about favouring one group over another. DEI is about levelling the playing field so everyone can thrive. Businesses that understand this will not just survive but thrive in the years to come.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
