Teamspirit's top 5 tips for cracking the DEI conundrum
Teamspirit has researched effective - and ineffective - DEI strategies. Here are their findings.
In theory, DE&I is a vital part of the corporate agenda, though that doesn’t always correlate to action or effective strategy. The myriad stresses of the past few years, from Covid’s impact on mental health and the global economy to the consequences of Brexit, and the climate crisis, have placed a strain on the C-Suite agenda, and DE&I has been deprioritised in some firms as a result.
This has manifested as a high attrition rate for DE&I roles: notably the lay-off of whole DE&I teams at Microsoft, and a reduction in corporate communications during the likes of Pride and Black History Month.
But DE&I is still crucial to a business’ success, as well as a moral imperative. Effective policies and processes are essential, as is a business’ ability to communicate its attitudes to a diverse audience. Get it wrong, and your brand is damaged: consider the ‘Gender Pay Gap’ bot on Twitter (X) or Buzzfeed’s ‘10 worst pride campaigns of 2025’ list. ‘Diversity-washing’ is bad for staff, and it alienates audiences.
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