Recent news about companies scaling back their diversity, equity, and inclusion (DEI) programmes has sent shockwaves through the corporate world. Amazon, Meta, and other major players have made cuts, citing an evaluation of their effectiveness or realigning priorities. While this marks a setback for progress in advancing women and underrepresented groups into leadership roles, it also presents a unique opportunity to redesign DEIprograms for real, lasting impact.
The stakes are high. According to the World Economic Forum’s 2023 Global Gender Gap Report, it will take 131 years to close the global gender gap at the current pace. Scaling back DEI efforts only pushes this timeline further out of reach, leaving women leaders with even fewer opportunities to reach the positions they deserve.
Companies have a responsibility to their clients, shareholders, and employees to champion equity — not just as a moral imperative but as a business strategy.
Why DEI programmes are falling short
One of the primary reasons for the failure of many DEI programs lies in leadership. Often, the wrong individuals are placed in charge — people who lack the knowledge, respect, or experience to elevate others. In some cases, these leaders perpetuate contradictions in their roles, undermining the very purpose of the initiatives they are tasked to lead.
Another challenge is that DEI programmes are frequently treated as side projects. They are often assigned to leaders whose primary focus is their business role, leaving little time or energy for meaningful DEI work. Without dedicated resources, these programmes become superficial efforts — nice-to-have initiatives that fail to create real change.
When DEI is approached as a checkbox exercise, it risks becoming a toxic center of inefficiency, driving companies to abandon efforts altogether. This trend not only discourages employees but also sends a damaging message to the world: these companies are unable — or unwilling — to integrate equity into their core strategies.
The opportunity to rethink DEI
Despite these setbacks, there is a clear opportunity to reimagine DEI. At IWBD (International Women’s Boardroom Diversity), we encourage companies to stop treating DEI as an optional add-on and instead make it an integral part of their corporate DNA. DEI must be woven into the business strategy, not treated as a separate initiative.
For example, instead of relying on traditional mentorship programs as a quick fix, companies should focus on building comprehensive strategies that address systemic barriers. Studies consistently show that organisations with diverse leadership outperform their peers.
According to McKinsey, companies in the top quartile for gender diversity are 25 per cent more likely to achieve above-average profitability than those in the bottom quartile.
This March, IWBD will host the Women in the Boardroom Annual Summit, bringing together CEOs, CXOs, and industry leaders to redefine DEI strategies and share best practices.
This summit will focus on actionable solutions, from embedding DEI into business strategy to fostering inclusive workplace cultures to create real impact with leading companies who want to make a difference.
A call to action for businesses
For companies, the message is clear: DEI is not a “nice-to-have” but a must-have. Organisations that invest strategically in equity and inclusion will not only attract top talent but also drive innovation, profitability, and long-term success. The challenge is to move beyond symbolic gestures and implement real, impactful change.
The creative world also has a crucial role to play in this effort. By designing and amplifying success stories and demonstrating the business case for DEI, the industry can help reshape perceptions and inspire companies to do better.
The setbacks we see today are not the end of the DEI journey — they are an opportunity to start anew, with stronger commitments and smarter strategies.
At IWBD, we are determined to lead this charge and empower companies to rise to the challenge. The future of DEI is not just about meeting quotas; it’s about building a world where equity drives success for everyone.
By Ebru Tuygun, CEO at GVGL Marketing and IWBD Advisory Board Chairwoman
