Sneak Preview: What Executives Are Really Saying About DEI in 2025

Our first sneak preview from the National Conversation Report — exploring Australia’s response to the global anti-‘woke’, anti-DEI backlash.

This first article focuses on one simple question we asked of all 90+ Board Members, CEO's and Executives participating in this study: What are your personal views on DEI? Their responses were honest, considered, and often deeply personal.

Here's what we found.

While perspectives varied, one message came through loud and clear, DEI isn’t optional. Many spoke about its potential to transform workplaces and leadership culture, describing it as both a moral imperative and a practical necessity.

“It’s the right thing to do, and it enhances performance by harnessing diversity of thought and opinion.”

Most leaders saw DEI as a business necessity, something that speaks to both head and heart. Some leaned toward the business case, while others grounded their view in values and purpose. As one executive put it: “Even if it wasn’t good for business, it shouldn’t need to be justified.”

Other key themes:

Moving Beyond the Tick-Box

Fatigue with symbolic gestures was a consistent theme. Many called for moving beyond “tick-box” DEI, events, quotas, and optics, toward meaningful cultural change.

“I’m an advocate for DEI, not for the tick-box mentality it’s become.”

Inclusion, Safety, and Belonging

Many leaders emphasised that DEI should be an enabler of psychological safety, helping to build a culture where people can contribute without fear or second-guessing themselves. Most agreed that when DEI is done well, it creates the kind of environment where people can do their best work. But several also cautioned that this only happens when DEI is approached with depth and intent, not just good intentions.

Redefining the Scope

Executives also questioned the scope of DEI, whether it’s too narrow, too broad, or simply misunderstood. Several called for a broader focus that goes beyond gender identity, which often dominates the conversation, to include race, disability, age, socioeconomic background, and flexibility. There was also frustration about the ongoing misunderstanding of what DEI is aiming to achieve, especially around the idea of “equity,” which is still too often misinterpreted as preferential treatment rather than fairness.

The Global Undercurrent

Even in Australia, the ripple effects of U.S. debates on DEI are being felt. A number of executives expressed concern that the increasingly polarised tone overseas could slow progress or distort intent here. Others noted that the heightened visibility of these global conversations had prompted more honest reflection within their own organisations.

Quotas, Targets, and Accountability

When it comes to measurement, views were mixed. Some leaders saw quotas as necessary tools for accountability, while others preferred targets, a way to sharpen focus without mandating outcomes. There was, however, one point of agreement: “If we don’t measure it, it won’t change.”

The findings show a mix of views and emotions. Many leaders are optimistic, but there’s also a sense of fatigue. Support for DEI remains strong, though some are sceptical about real progress. While most want meaningful, lasting change, too often the focus still lands on symbolic gestures rather than deeper action.

What’s encouraging is that executive thinking about DEI is clearly evolving, moving beyond obligation or compliance toward something more strategic, cultural, and genuinely impactful.

An Invitation to Go Deeper

The full report will be released soon and will be free to access, 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 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.