Why DEI Cuts Shouldn’t Come as a Surprise: The Unfortunate Truth

People are surprised that Diversity and Inclusion budgets are facing the chop.

Find out why I think a lot of the people complaining created this problem

Here’s some key topics covered from this episode:

The problems Diversity experts have created for themselves

The PICOC tactic to protect your budgets long term

My personal insights on how to avoid the chop

Play the episode for more

Here’s some key takeaways from this episode: 

The DEI bubble burst was postponed.. for a while

the way Inclusion work is practiced and dare I say it celebrated, makes it easy for people to ease off when the attention diminishes”

DEI experts have contributed to the demise of DEI

“Not enough people want to own their own contribution to the problem”

Protect yourself with Evidence Based Inclusion

“This is why I keep telling you about Evidence Based Inclusion. It’s pragmatic and practical. “

Check out these resources

Meg Crumbine Post 

Are Diversity and Inclusion vague terms to you?

Check out these related episodes of the show.

The Proxy Problem of Diversity, Equity and Inclusion

The Rhetorical Problem of Diversity & Inclusion

Getting Serious About Diversity? Enough Already with the Business Case

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this


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Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences