Diversity, equity and inclusion programs have been under attack lately – defunded in the US, dismissed as “divisive” by Australia’s Opposition Leader and treated as a box-ticking exercise in many workplaces. But after everything we’ve seen in Gaza, isn’t it time to ask – What is DEI really about?

Real diversity and inclusion means standing up for all people, not just the ones it’s easy or popular to support. Many organisations proudly back causes like Black Lives Matter or LGBTQ+ rights, but suddenly go quiet when it comes to Palestine. Why? If DEI is meant to be about justice, why is it picking and choosing which struggles matter?

Now, as some governments try to roll back DEI programs, workplaces have a choice. They can either let their commitment to inclusion be dictated by politics, or they can actually live by their values, even when it’s uncomfortable.

That means:

• Making sure DEI isn’t just a “feel-good” initiative but actually protects people from all backgrounds.
• Encouraging real conversations, not just the safe ones.
• Defending employees who speak up about injustices, rather than punishing them.
• Recognising that human rights aren’t just a “local” issue – what happens to one community affects us all.

If an organisation’s commitment to diversity disappears the moment it becomes politically inconvenient or upsets another “diverse” group, was it ever real to begin with?

What does DEI actually stand for?

Before we can talk about how organisations get DEI wrong, we need to be clear on what it actually means:

• Diversity: The representation of minority groups in a workplace.
• Equity: Equal access to opportunities and fair or impartial treatment.
• Inclusion: A feeling of belonging and respect.

But the issue here is – Who gets to be counted as “diverse”?

When we say diversity means “the representation of minorities”, what happens when the categories we use — like CALD (culturally and linguistically diverse) or LGBTIQA+ — represent massive, international populations? Most of the world is CALD, so why are we still defining diversity as a minority issue? And if LGBTIQA+ people exist in every racial, cultural and socioeconomic group, does grouping them together under “diversity” overlook the differences in their experiences?

This is where DEI often falls short. It assumes that just because someone belongs to a historically marginalised group, they are automatically disadvantaged in the same way as others in that category. It’s not that these labels don’t matter — they do — but using broad categories without acknowledging differences within them risks turning DEI into a numbers game rather than a real effort to address power imbalances.

So, what should organisations be doing? How do they integrate real DEI?

1. Move from “feel-good” to “do-good”

DEI isn’t just about surface-level celebrations – it’s about equity. That means:

• Challenging biases in hiring, promotions, and decision-making.
• Creating spaces where employees can speak up about oppression — including Palestine — without fear of punishment.
• Addressing power structures that keep certain voices marginalised.

2. DEI shouldn’t be selective

If an organisation supports one cause but stays silent on another because it’s uncomfortable or unpopular, that’s not real inclusion. The Palestinian experience has shown that some human rights issues get corporate backing while others get ignored. DEI has to mean justice for all -consistently.

3. Psychological safety matters more than PR

Too many workplaces claim to be inclusive, yet employees fear losing their jobs for expressing solidarity with Palestine. A real DEI approach means:

• Making it clear that employees can discuss human rights without retaliation.
• Training leadership on how to facilitate difficult conversations, not just easy ones.
• Creating clear policies on free speech and advocacy so employees aren’t punished inconsistently.

4. DEI needs action, not just awareness

Cultural awareness programs are fine, but they can’t be where DEI ends. Organisations need to go much deeper by:

• Reviewing who holds power in their organisation – who is leading, who is heard, who gets left out?
• Challenging discrimination at all levels – not just racism and sexism, but also Islamophobia, colonial mindsets and political suppression.
• Driving real change rather than merely signalling support.

5. Understand that DEI is political – and that’s OK

Many organisations treat DEI as something neutral, but inclusion is political. It always has been. If DEI is only allowed when it doesn’t challenge the status quo, then it’s not about equity – it’s about comfort.

Thought

DEI is at a real crossroads. It can either be something real — rooted in justice and action — or it can remain a corporate mandated buzzword. The Palestinian experience has made one thing very clear — if DEI only applies when it’s easy, then it was never real to begin with.

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