Recognising women’s achievements and integral success

Review, Reflect and Learn

What does equity look like in the construction, energy and transport sectors?

A world renowned transgender advocate

In this episode, Fiona discusses her decision to launch WOB UK, the leadership and company culture issues that hinder diversity in the boardroom and why data is so important in achieving greater diversity and inclusion in the workplace.

There has been a recent shift in the conversation around Equality, Diversity, and Inclusion (EDI). Initially, there was a significant push for EDI initiatives in businesses, with an emphasis on inclusivity and systemic change. A noticeable silence has descended upon the EDI movement recently. This silence is attributed to several factors, including fatigue among employees and leaders regarding mandatory training and ever-changing policies, and a sense that the movement has been hijacked by a vocal minority with rigid agendas. There needs to be a reset of the EDI conversation, emphasizing the need for understanding, dialogue, and practical solutions over division and performative gestures, arguing that EDI must evolve to remain relevant and effective.

2025 has started where 2024 left off when it comes to EDI - this work has always been challenging and the post-2020 honeymoon period of large contracts and an abundance of EDI opportunities is certainly over. The rise and fall of the EDI influencers has been and gone and EDI is back where it has historically been - unglamorous, tough but impactful work, when done well. 2025 will be a defining year for EDI and we are likely to see some organisations really starting to get things right.

This year has been tough for EDI (equality, diversity, and inclusion). Things haven't gone as planned, and there's been some pushback against EDI initiatives. We need to be honest with ourselves and rethink our approach. Maybe EDI can't be everything to everyone. We need to make some tough choices and prioritise what's important. Not every place can be perfect for everyone all at once.

National Inclusion Week encourages employers to host "Inclusion Events" with suggestions like hiring experts, creating inclusive calendars, and organising workshops. But are these short-term efforts meaningful? A day, week, or month to discuss inclusion often feels superficial, raising questions about the actual impact and why some topics get more attention than others.