Over the last few months, we have seen a troubling trend of organisations across the world rolling back their Diversity, Equity, and Inclusion (DEI) commitments. Major corporations such as Google, Meta, and Disney have significantly scaled back their DEI initiatives, often in response to political pressures and shifting societal landscapes.

Yet, despite this regression, many organisations continue to champion DEI and recognise its critical role in creating inclusive and equitable workplaces. At Diversifying Group, our mission has always been to create workplaces where people from all backgrounds can bring their authentic selves to work. To us, this is not just a moral imperative, it’s a business necessity.

Why we still need workplaces where everyone belongs 

When employees feel safe and valued for who they are, they thrive. Authenticity creates engagement, creativity, and loyalty, all of which lead to stronger business performance. Conversely, when people feel pressured to hide aspects of their identity to “fit in,” it results in stress, disengagement, and ultimately, higher turnover rates.

Reflecting on my own journey, I remember vividly when I first moved down south from Leeds. My broad Yorkshire accent was part of who I was, yet my then-boss advised me to adopt a “posher” accent so clients would understand me better. That moment was devastating, it made me feel like my identity was a barrier to success, something I had to suppress to be accepted. It was a stark reminder of how workplaces can unintentionally strip individuals of their authenticity.

Experiences like these fuelled my passion for founding Diversifying Group, ensuring that workplaces become spaces where everyone is empowered to be themselves.

Safe spaces: the key to belonging

A truly inclusive workplace doesn’t happen by chance - it requires intentional action, commitment, and accountability. If leadership doesn’t prioritise inclusion, it simply won’t happen. Addressing diversity and inclusion, especially areas where an organisation may be falling short, can feel uncomfortable. But these conversations are essential. When businesses create safe spaces for employees to share their lived experiences, it creates trust, dismantles barriers, and drives real progress.

One of the most effective ways to build this environment is through Employee Resource Groups (ERGs). When properly supported, ERGs are more than just social clubs - they become powerful drivers of change, shaping policies, improving retention, and creating a genuine sense of belonging.

I recently worked with a Race ERG network within one of our client’s organisations, co-facilitating listening sessions to better understand the experiences of Black employees. The insights we gathered were profound, leading to tangible policy changes that directly improved workplace culture and support for Black colleagues. These were not just conversations they were catalysts for action. 

The call to action: invest in ERGs for meaningful change

While ERGs have the potential to create real, lasting impact, many are run by passionate employees who take on this work in addition to their day jobs and often without the necessary time, budget, or organisational backing. This is where businesses need to step up.

If companies are serious about DEI, they must do more than just establish ERGs, they must properly fund and resource them. That means allocating budget for training, events, and external support, providing dedicated time for ERG leaders to carry out initiatives effectively, ensuring leadership engagement to drive action and not just conversation. 

Supporting ethnically diverse employees and all underrepresented groups requires more than performative statements. It requires real investment, both in financial and structural support. ERGs can be a powerful force for inclusion, but only if organisations give them the tools they need to succeed.

As businesses navigate the evolving landscape of workplace inclusion, they must ask themselves: are we truly empowering our employees to bring their authentic selves to work? Or are we simply ticking a box?

For me, the answer lies in action. It’s time to resource your ERGs properly and ensure that the individuals leading these efforts are supported and not just expected to do this vital work on top of their existing responsibilities. Only then can we truly build workplaces where everyone can thrive.

Written by Cynthia V Davis, CEO & Founder of Diversifying Group