As we grapple with diversity, equity, inclusion, and belonging (DEI&B) in organisations, it’s becoming increasingly clear that many initiatives fall short—not because of the policies or programmes themselves. Still, because of the very culture they’re built on. For women in particular, this failure is stark. We’ve made progress regarding diversity; women comprise just over 50% of the workforce. But when we look at inclusion—especially at senior leadership levels—women are woefully underrepresented. I won't start discussing the equity gaps for women, as there are many.
So, why is that?
The problem lies in the foundation. Many organisations have implemented DEI&B initiatives that look good on paper—return-to-work programmes, mentorship schemes, and pay equity drives. But these well-meaning efforts are often overlaid onto a culture that hasn’t fundamentally changed. A culture where bias in recruitment and promotion, penalties for caregiving, and lack of accountability for leadership moving the needle on DEI&B persist.
No amount of policy can truly shift the needle without addressing the core culture. You can create as many initiatives as you like, but if the underlying environment remains exclusionary or outdated, they will inevitably fail. To create real change, we must start at the root: an inclusive, intersectional organisational culture. Only then can we ensure that these policies don’t just exist but thrive.
Feel free to reach out if this resonates with you and you’d like to discuss how to transform your organisation’s culture to better support these initiatives. I’d love to help you explore solutions that work in practice, not just on paper. You can email me directly at cynthiafortlage@cynthiafortlage.com.
Commentaires