If an organisation says they understand the value of diversity, splash their commitments here there and everywhere, regularly pink wash in June and talk about Black Lives Matter in October, but are mandating returns to the office for everyone, particularly going so far as to say five days a week, I don't think they’re failing to see how it impacts underrepresented and marginalised team members. Of that they are already aware. The only conclusion we should be coming to, is that they simply don't care...

I bang on about Corporate Authenticity all the time, but what do I actually mean?

Corporate Authenticity is the idea that organisations set and agree goals and targets in a way that is realistic according to their values and behaviours. When it comes to diversity equity and inclusion, this means being conscious not only of what you can actually achieve, but also what you're genuinely prepared to do to achieve and maintain said goals.

Elon will tell you DEI must DIE. But studies show your employees aren’t prepared to let it go and in fact your competitive advantage may depend upon it…

Employees increasingly require leaders to take a stance on causes and political issues.

But how do leaders do this without alienating different groups of people? And how do they do it without challenging stakeholders?