By: Helen Corbishley, EIC Senior Consultant

A shifting landscape

The topic of diversity, equity and inclusion (DEI) has recently undergone a notable shift.  Once seen as the cornerstone of an organisations Environmental, Social and Governance strategy, the conversation around DEI has become more nuanced and complex. 

Driven by political instability across the globe, inclusion is under the spotlight like never before.  Organisations worldwide are facing challenges such as increased opposition and scrutiny, as well as ‘DEI fatigue’.

Despite these challenges, when implemented effectively, DEI remains a powerful driver of competitive advantage.  As many organisations have discovered, it’s not just about ‘fairness’.  From better business results, to improving employee engagement, and driving innovation, inclusion makes both a significant and positive impact. 

How organisations are responding

As the situation surrounding DEI continues to evolve, organisations are reconsidering their approach.  Leaders must ensure they look after their teams and maximise the benefits of inclusion.  At the same time, they need to respond to varied stakeholder perspectives and regulatory landscapes.

We have witnessed organisations becoming less vocal around DEI and scaling back or even ending DEI programs.  In some instances, targets and commitments are being rolled back, and DEI teams disbanded, or significantly decreased.

In other cases, organisations are reaffirming their commitment in new ways, by reframing DEI, and rooting inclusion in strategy, systems and processes.  These organisations view DEI as a strategic advantage, and a crucial factor in talent attraction, retention and engagement. 

Reimagining inclusion

At Emergent Inquiry Consulting (EIC), we acknowledge these changes can feel bewildering.  With the right tools and support however, the ability to steer inclusion through this uncertainty and change is within reach. 

Our expertise helps organisations translate intention into action by strengthening the systems, leadership and culture that make inclusion impactful, sustainable and measurable.

We partner with organizations to:

• Reframe the inclusion conversation, considering DEI as a strategic imperative which  connects to broader strategy, performance and processes rather than simply a HR initiative.

• Embed DEI into company culture, treating inclusion as a foundational part of the fabric of an organisation, not just an add-on.

• Build leadership capability through facilitated learning journeys focusing on psychological safety, empathy, and adaptive leadership. Leaders are equipped to create space for inclusion, hold meaningful dialogue and model inclusive behaviours.

• Establish effective teams built around shared values and language, helping organisations move beyond fatigue or polarity toward purpose driven, values aligned action.

• Use data and reflection to drive learning, combining qualitative insights, experience and organisational diagnostics to identify what’s working, where the gaps are, and how inclusion shows up cross teams and geographies.

EIC’s approach is grounded in partnership.  We work alongside organisations to navigate the complexity of change, strengthening alignment, trust and adaptability along the way.

Inclusion as a leadership imperative

As inclusion continues to evolve, the question is no longer whether to lead inclusively, but how. With the right commitment and capability, organisations can create spaces where every individual feels seen, heard, and empowered to thrive.