At a recent roundtable event hosted by Agilitas to celebrate International Women’s Day, Channel executives came together to explore how meaningful DEI strategies can accelerate action, foster growth, and drive innovation. The roundtable sparked important discussions on how businesses can move beyond tick-box exercises to create real, lasting change and turn DEI from a buzzword to a business imperative.

Starting at the top

During the roundtable, attendees discussed why DEI initiatives need to start from those at the very top of an organisation. Leadership plays a crucial role in shaping an organisation's culture, and when executives prioritise DEI, it sends a positive signal to the entire business. This inclusive approach, partnered with open, honest and transparent communication, can create a ripple effect that sets a standard for others to follow.

Psychological safety was also explored, referring to the belief that people will not be penalised or dismissed when speaking up, sharing their ideas or making mistakes. It’s up to business leaders to create an environment where individuals feel comfortable taking a risk without the fear of negative consequences. By ensuring psychological safety, DEI efforts can truly flourish, leading to a more inclusive, respectful and harmonious workplace. 

DEI in recruitment

Many of the roundtable attendees stated that they struggled with the concept of quotas when hiring employees. This relates to specific targets that are set for the representation of certain demographic groups within workforces. Whilst these quotas are typically used as a tool to improve DEI, there can be unintended consequences where companies are pressured to hire candidates based on their demographic rather than their qualifications.

To overcome these challenges, businesses are looking at diversity-conscious recruitment strategies that aim to remove barriers whilst maintaining merit-based hiring. One example raised during the roundtable was from a company that had adjusted the wording of a job description from ‘confident go-getter’, to ‘original thinker’, which resulted in an increase in female applicants in a role which had predominantly attracted males. These small changes can make a huge difference in breaking down DEI barriers when recruiting.

Risks AI poses to DEI

There are increasing concerns around how AI is built on bias which could exacerbate the problems that DEI initiatives aim to address. GenAI outputs can magnify the biases found in training data, algorithms and other inputs that guide it, meaning as more companies are adopting AI tools, we could actually start going backwards in our DEI efforts.

The roundtable attendees agreed that AI cannot replace human decision making, but instead enhance it. Ensuring that business leaders and their employees are overseeing and monitoring AI’s decisions is vital in ensuring compliance with DEI principles to create more equitable and inclusive environments.

Building a stronger business case

Another challenge raised was how Channel leaders can present a business case for DEI strategies. Whilst it’s easy to understand the moral and practical imperative of DEI, it can be difficult to quantify the tangible benefits of investing in these sorts of initiatives, especially when business budgets are under so much scrutiny.

Organisations need to demonstrate how DEI contributes to overall success, from financial performance to employee engagement. By using data, industry trends and research, executives can demonstrate that DEI is not just an ethical consideration, but a strategic driver in long-term performance.

Does DEI need a re-brand?

To conclude, those in attendance discussed whether DEI needed a re-brand to maintain its relevance in the market. While the core principles of DEI cannot be argued, the roundtable attendees explored whether the way it is communicated or approached could be refreshed. DEI has become such a corporate buzzword, meaning many view it as a tick box exercise rather than an initiative that enables meaningful change.

This roundtable provided a valuable opportunity to reflect on the progress the industry has made in DEI and pinpoint the areas still in need of improvement. Whilst, there is no quick fix, the impact of individual efforts is crucial. Business leaders and their organisations should continue to make small, consistent changes that, when combined, can drive meaningful progress over time.

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