REMAINING STEADFAST: THE PUSHBACK ON DEI INITIATIVES
Panelists at the IAGA Summit Berlin will explore the current state of DEI in the courts and boardrooms and address how companies are navigating the uncertain legal landscape related to DEI initiatives. What progress is being made during this period of scrutiny and uncertainty, and what steps can be taken to mitigate risks but remain steadfast in support of DEI? Kelly Kehn, Co-Founder of All-in Diversity Project and new startup launchpad, Defy the Odds, and Grainne Hurst, CEO of the Betting and Gaming Council (BGC) outline their views ahead of the Summit.
Kelly Kehn: Te current pushback against Diversity, Equity, and Inclusion (DEI) initiatives poses significant challenges, but the true measure of its impact depends on how organisations respond. Companies that understand the value of diverse perspectives will not be swayed by political criticism.
For these organisations, DEI is more than a box-ticking exercise; it is a fundamental component of innovation, resilience, and long-term success. In fact, they will leverage their commitment to diversity as a quiet yet powerful unique selling proposition (USP), while the political sphere continues to exploit division for short-term gain.
One of the most harmful aspects of the recent backlash is the oversimplification of DEI into a polarising, black-and-white concept. Diversity is not about exclusion or favouritism; it is about creating spaces where all individuals feel valued for their experiences and perspectives. Tis is not a privilege reserved for certain demographics — it is a human need that transcends gender, race, and sexuality. Everyone wants to feel seen, heard, and respected.
Te danger of succumbing to the pressure against DEI is that it risks fostering environments where bias goes unchecked, close-mindedness becomes the norm, and innovation stagnates. Without diverse perspectives, organisations can quickly devolve into echo chambers where creativity and problem-solving are severely limited. Te cost of such a
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culture is high — not just in terms of workplace morale but also in competitive edge and business performance. Te politicisation of DEI is simply just that, a political move to divide opinions. Tose that believe in DEI will likely steadfastly reaffirm its value through action. Some companies will continue to invest in inclusive policies, equitable opportunities, and diverse leadership. Tey will highlight the business outcomes tied to these efforts, demonstrating that inclusivity is not a political stance but a strategic imperative. Maybe some got it wrong or took it too far which led us here.
Maybe we need to take a step back and reframe the narrative around DEI. It is not about giving to one group at the expense of another; it is about creating a workplace where everyone's unique perspective is recognised as a strength. By focusing on the universal desire to be valued, businesses can transcend divisive rhetoric and foster a culture that thrives on difference. I find the politicisation of DEI quite amusing. We have a front row seat to leaders showing us their strength of character and ability to think independently, clearly signposting what kind of culture they are building.
While the pushback against DEI initiatives is concerning, it also offers an opportunity for organisations to prove the authenticity of their values. Tose who remain committed to valuing difference will not only weather the storm but emerge stronger, more innovative, and better equipped to navigate the complexities of the modern business landscape.
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