As business priorities continue to evolve, some conversations gradually slip from focus—until we pause long enough to ask ourselves:
Is this still serving us?
Is there something we’re overlooking?
Right now, Diversity, Equity and Inclusion (DEI) is one of those conversations. Not because it’s less important—but because it’s becoming more complex. As global narratives shift, so too does the meaning and expression of inclusion in the workplace.
What could it look like if we approached DEI with fresh eyes?
Not as a trend to follow, or a checkbox to tick—but as a lens through which we shape culture, connection, and leadership.
At Seed HR, we’ve always believed in asking better questions before jumping to solutions. Not to follow trends, but to create workplaces where values and outcomes align—where people feel safe, seen, and able to perform at their best.
I’m Esther, Director at Seed HR. With over 20 years of experience across HR strategy and leadership, I’ve seen firsthand how DEI can drive performance and belonging—when it’s done with clarity and purpose.
This blog isn’t about taking sides. It’s about inviting you to pause, reflect, and lead with intention. Stay with me to the end—because the questions we ask now will shape what comes next.
What’s Changing—and Why Are People Paying Attention?
In early 2025, the United States began rolling back key Diversity, Equity, and Inclusion (DEI) initiatives across federal agencies. Long-standing programs and executive orders—some in place since the 1960s—are being dismantled, prompting public debate and corporate reassessment. Organisations such as Target and PepsiCo have since announced a shift in how they frame or deliver their DEI efforts, while others, like JPMorgan Chase, have chosen to rebrand these strategies altogether—shifting focus toward broader themes like opportunity and merit in response to a changing public and political landscape.
These developments, while centred in the U.S., are making headlines globally.
Why?
Because they raise broader questions like:
What does a diverse and inclusive workplace really look like in 2025?
Are we seeing the natural evolution of a movement—or its retreat?
For business leaders in Australia, these shifts offer a moment to pause and reflect. DEI has long been associated with fairness and innovation, but as global conversations change, some organisations are asking: what now?
What remains essential and what needs reimagining?
Rather than drawing conclusions too quickly, perhaps the real opportunity lies in exploring what inclusion truly means—beyond the acronyms and into everyday culture.
What Is DEI Achieving?
Looking Beyond the Labels
Diversity, Equity, and Inclusion—three words that have shaped countless policies, workshops, and leadership strategies in recent years. But beyond the training sessions and numerical targets, what does DEI actually do?
And where has it genuinely made a difference?
At its best, DEI creates workplaces where people feel seen, valued, and safe to contribute—regardless of background, gender, ability, or belief. It challenges unconscious bias, builds trust, and helps leaders tap into a wider range of perspectives, often driving innovation and improving decision-making along the way. For some businesses, it’s improved retention, customer connection, and team performance.
Yet for others, the results have felt more surface-level. Tick-box compliance. Vague language. Initiatives that didn’t quite reach the people they were meant to support. In some cases, DEI has been treated as an HR trend, rather than embedded in how a business operates and leads.
“DEI done well isn’t just about compliance—it’s about creating a workplace where people belong and contribute meaningfully. That’s where the real value lives.” – Esther, Seed HR
Now, as the global conversation shifts, there’s an opportunity to look beyond acronyms and ask - What does meaningful inclusion look like in your workplace?
Not what’s trending—but what aligns with your people, your values, and the kind of culture you’re committed to creating.
Could Australia Follow?
And Should It?
Historically, Australia has often followed the lead of global shifts—especially when it comes to workplace policy, governance, and corporate responsibility. Think of movements around ESG reporting, gender equality on boards, or even the adoption of hybrid work. Change abroad doesn’t always arrive at our doorstep straight away—but it rarely stays confined for long.
So, what might happen if the global narrative around DEI continues to shift?
If large institutions pull back, or if public sentiment shifts, will Australian businesses feel pressure to do the same?
At present, Australia’s DEI landscape remains more decentralised. There are strong commitments in some sectors, while others are only just beginning. Government compliance (such as Workplace Gender Equality Agency reporting) plays a role, but much of the momentum is driven by individual organisations choosing to lead.
At the same time, there are signs worth paying attention to.
DEI programs are increasingly under scrutiny for cost, outcomes, and clarity of purpose. Boards are asking tougher questions. Employees are expecting more transparency—and more action.
So the real question becomes - If the tide does shift, is your business clear on where it stands?
Would your inclusion efforts hold up under pressure—or adapt with purpose?
Reimagining DEI - A Future-Forward Perspective
What if this moment wasn’t about abandoning DEI—but reimagining it?
Beneath the frameworks and acronyms are core human values - fairness, respect, opportunity, and belonging. When these guide our decisions—not just our policies—we create workplaces where people are seen, heard, and empowered to contribute.
For small to mid-sized businesses, this shift doesn’t have to be overwhelming. In fact, it can be a strategic advantage. With fewer layers and more direct relationships, culture is shaped in real time—and DEI can be tailored to fit your team, your industry, and your goals. But that doesn’t mean stepping away from compliance. Policy still matters. So does legislation.
Alignment with current expectations—from Fair Work to WGEA reporting—is part of leading responsibly.
The opportunity lies in how we build on that foundation. Rather than reacting to changing global narratives, what if we evolved with intention?
What if our approach to inclusion was values-led and policy-aligned?
Not every business will get this balance right. But those that do—those that lead with clarity, care, and a genuine commitment to equity—will create workplaces that attract, engage, and retain great people for the long term.
The conversation around DEI may be shifting, but its core purpose remains: to build workplaces where people feel safe, respected, are able to thrive and be their authentic selves.. Whether you continue, evolve, or reimagine your approach, the opportunity lies in doing so with intention. Align with what matters—your people, your values, and your legal responsibilities—and you’ll be well positioned, no matter how the narrative changes.
If you’d like a sounding board as you navigate these shifts—or help bringing a clearer, more values-led DEI strategy to life—reach out to the Seed HR team. We’re here to help you lead with purpose—now and into the future.