National Conversation Insight #3: Have We Missed the Mark on Inclusion?

Over the course of this study, we asked more than 90 C-Suite leaders and Board Directors, along with over 200 DEI professionals (via both a survey and town hall forum), a simple but important question:

How do we keep addressing the inequities that diverse groups face without creating an “us and them” mentality?

Across both groups, there was consensus that the tension between supporting specific groups and building inclusion for everyone is still very real.

One executive told us their organisation focused "so heavily on minority groups that the majority were completely missed.” Another said they could "count on one hand how many non-diverse employees attended diversity events; they just didn’t see themselves as part of the intended audience"

So, have we missed the mark? And do we need to change how we are talking about diversity and inclusion?

Inclusion Works Best When It’s About All of Us

In recent years, workplaces have invested heavily in diversity and inclusion. But somewhere along the way, people have started to feel alienated by this work; the very opposite of its intention. Participants frequently voiced their concerns around the frequent blaming of majority populations ("straight, white men"), with commentary regularly citing their privilege as being at the heart of the problem. "When people feel like they’re 'the problem', or that they don’t belong in the conversation, we unintentionally create an 'us and them' divide. Nobody wins in that scenario."

What we heard from leaders and practitioners points toward a more balanced, more human approach.

1. Inclusion should work for everyone — not just some people

Many told us DEI can feel too narrowly focused on diverse groups, leaving out people who don’t see themselves as diverse at all; examples provided were young men, people of faith, or those who simply don’t feel confident with the language.

"If people feel blamed or judged, they tune out. If people feel seen and heard, they lean in."

Universal inclusion doesn’t replace equity work, it strengthens it. There was a strong call throughout to modify our communications and the way we speak about diversity to include everyone.

2. Focus on what we all share, not what separates us

Almost everyone knows what it feels like to be left out at some point. That shared human experience is a powerful starting point.

When we shift the conversation to what matters to everyone: safety, respect, fairness, flexibility, equity, good leadership, "a fair go for all" people recognise themselves in the story.

Practitioners in particular felt that DEI communication "needs to highlight universal benefits more, and rely less on siloed messaging".

3. Everyday language helps people join the conversation

A recurring frustration was the overuse of jargon. "Words like “intersectionality” make sense to some, but they can also cause people to switch off entirely"

People connect more naturally with plain language — belonging, feeling valued, working families, feeling safe. "Simple language opens the door to more people".

4. Stop asking “who is diverse?” and start asking “who feels left out?”

Several participants said categorising people is part of the problem. A better question is: Who feels excluded from the conversation?

"Changing the question changes the tone and broadens who we see in this work and who sees themselves in this work."

5. Co-create solutions, don’t create them for people

Several advocated for the co-creation of initiatives/solutions. "People want to be part of the process. They want solutions that they have helped shape and that connect to their real, everyday experience."

"Involving people early, especially those with lived experience, helps make the work meaningful and grounded, rather than just a tick-the-box exercise."

6. Lead with empathy, not shame

A strong concern raised by both leaders and practitioners was that some staff were pushing inclusion in ways that felt demanding or militant. Even with good intentions, the impact was shutting people down.

"People want space for honest, judgment-free conversation. They want room to listen, learn, be curious, and understand each other without being told they 'must' do something". There was also a strong sense that the demands for inclusion were not always reciprocated. "Being told I have to respect their difference but with no sense of them respecting mine. A one-way street".

The Bottom Line

DEI doesn’t work when it becomes “us vs. them.” It works when it becomes about all of us; our shared needs, shared values, and shared desire to belong at work.

The Conversation uncovered that many felt (both Executive and Practitioners alike) that parts of DEI practice have drifted too far toward a small subset of groups, unintentionally reinforcing the idea that inclusion isn’t for everyone; and that at times DEI can appear militant and one-sided.

But the solution isn’t to abandon equity work. The solution is both:

• a clearer, stronger focus on universal benefits, and
• a continued commitment to improving equity for groups who still don’t share the same opportunities, benefits or experience.

If I were to sum up what I felt the key sentiment was in these conversations, it would be that Inclusion isn’t a program. It’s how we work together. And when we get it right, everyone benefits.

AN INVITATION TO GO DEEPER

The full report will be launched at the Pride in Practice annual conference in Melbourne 25-26 November, 2025. The report will be available to everyone free of charge, our way of thanking the many leaders who generously shared their time, experience, and insights on how the DEI backlash is impacting Australian business. This is a critical conversation, and it deserves to be open to everyone.

Drawing on interviews with more than 90 board members, CEOs, and senior executives, alongside input from over 171 DEI professionals and a vibrant town hall discussion attended by 45+ leaders in the profession, the report offers one of the most comprehensive snapshots of executive thinking on DEI in Australia today.

Dawn Emsen-Hough, Director of ACON’s Pride Inclusion Programs, is the convenor of this study and the author of the report. She is available to deliver in-depth executive briefings or tailored presentations of the findings, exploring the key insights, tensions, and practical implications for boards and leadership teams. These sessions are offered on a fee-for-service basis, with all proceeds supporting the ongoing, vital work of Pride in Diversity.

Should you quote anything from this article, please reference: Pride in Diversity (2025). National Conversation: Australia’s response to anti-woke, anti-DEI pushback. ACON.