We are living through one of the most transformative periods in human history. The past 50 years alone have seen seismic shifts in how we live, work, and interact. Technology has revolutionised everything from our social circles to our career paths. Longer life spans, new gender norms, and an increasingly global workforce mean that change isn’t just here – it’s accelerating.
Many of these developments are positive, yet they also come with heavy side effects like burnout, isolation, loneliness and mental health issues.
In the workplace, the toll shows up in lower productivity, engagement, and performance. Over the years, many organisations leaned on diversity, equity, and inclusion (DE&I) initiatives to address these challenges. While DE&I has delivered some measurable gains, progress has been patchy. In some cases, it’s even caused fragmentation.
Consider these engagement statistics:
- Only 33% of U.S. and 23% of global employees report feeling engaged.
- In the U.K., the figure dips to 10%.
- 51% of adults are actively seeking a new job.
For companies, that’s a productivity and talent crisis. We do know that organisations prioritising diversity and equity often outperform their peers – partly because representation fosters belonging and connection. This isn’t a nice-to-have; it’s a lifeline. Look at the facts:
- Companies in the top quartile for diversity are 36% more likely to achieve above-average profitability (McKinsey 2020).
- Inclusive teams are 87% more likely to make better decisions, delivering 60% stronger results.
- Organisations with inclusive cultures are 6x more likely to be innovative and agile (Deloitte 2018).
So why are these high performers still the exception rather than the rule? What’s their secret sauce, and how can more companies replicate it?
The renewed case for DE&I
In many boardrooms, “diversity” has become a flashpoint, triggering as much debate as praise. Yet the concept itself – people from all backgrounds being supported to contribute at their highest levels and working together effectively – is undeniably beneficial. Proof? Companies with diverse management teams often see 19% higher revenues directly tied to innovation.
The problem has been the way these ideals were put into practice: top-down mandates that sometimes left out the deeper, more human structures that truly foster inclusion.
So maybe it’s time we stop treating DE&I as a box-checking exercise and instead view it as the natural outcome of well-nurtured human connection.
Biology shows us that cooperation – rather than competition – drives our societal success. In the workplace, this means seeking win-win scenarios where everyone’s talents flourish. Authentic connection offers a path forward that transcends the polarising politics of DE&I while doubling down on the core promise: building a better whole.
What has caused DE&I backlash?
Diversity and equity initiatives have addressed many systemic inequities, but have not helped us reconnect on a human level or create transformative organisational change. Rather than focusing on our shared human need for belonging, DE&I programs reinforced division by emphasising categorical differences between groups, creating a sense of otherness for those from underrepresented groups, leading to resentment from those who felt excluded.
Here are three more reasons for backlash to DE&I:
- Overlooking the system: Traditional interventions focused on changing individuals through one-off DE&I programs and workshops without addressing the broader systemic issues that perpetuate inequality and bias. In some instances, this approach placed the burden of change on underrepresented groups (e.g., resilience and assertiveness training for women) while leaving the existing environment unchanged.
- Over-reliance on training as a quick fix: Many organisations turn to training as a one-time solution, hoping for immediate results. However, behaviour change is akin to developing a new muscle – it requires consistent practice and reinforcement over time.
- Lack of leadership accountability: Senior leaders not being fully committed to championing DE&I, but rather treating it as an HR-only mandate resulted in many organisations not benefiting from these initiatives, while also facing significant challenges with implementation.
The cure? Connection.
Real connection – person to person, leader to team, organisation to workforce—is the bedrock of a dynamic workplace. For decades, DE&I has aimed at a similar goal: inclusivity, belonging, and fairness. But by focusing on connection as the central driver, we can remove some of the friction that’s bogged down traditional DE&I efforts and stay true to its core values.
When employees engage meaningfully with one another – sharing diverse perspectives grounded in a common mission – they build an organic sort of inclusivity. Equity then emerges more naturally as barriers come to light and teams address them collectively. The payoff is better decisions, stronger collaboration, and a healthier bottom line.
Why connection works
Connection bridges the gaps that divide us, reminding us of a core fact: humans share 99.6% of our DNA. When people discover common ground – shared experiences, values, or goals – they start cooperating. In a supportive group, differences in skills or backgrounds become assets, not roadblocks.
This is exactly how businesses can flourish. When you foster a culture of trust and respect, employees lean into their unique strengths. That’s where real innovation happens. People challenge each other’s ideas in constructive ways, finding fresh approaches that can radically improve results.
Will it take effort? Absolutely. Genuine transformation asks us to confront our biases, question our systems, and set aside quick fixes in favour of building durable habits. It challenges us to make both organisational and personal investments in empathy and understanding.
The promise of connection goes well beyond quarterly results. When individuals feel genuinely heard and valued, they bring that positivity into their families and communities, sparking a ripple effect of engagement and empathy. At the deepest level, connection unlocks our shared human potential – creating a workplace, and a world, where we stand a better chance of thriving together.
