DEI Rollbacks Risk Talent Attrition and Brand Damage

Many UK businesses acknowledge the importance of neuroinclusion, but there is a considerable gap between awareness and action. CIPD’s Neuroinclusion at Work Report 2024 states even though 60% of senior managers say neuroinclusion is a focus, only 33% have it in their EDI strategy. Nearly a third of organisations do not focus on neuroinclusion at all. Neuroinclusion does not have to be complicated or costly = there is no excuse.

𝗩𝗮𝗹𝘂𝗮𝗯𝗹𝗲 𝗡𝘂𝗴𝗴𝗲𝘁 𝗪𝗲𝗱𝗻𝗲𝘀𝗱𝗮𝘆𝘀 | 𝗪𝗲𝗲𝗸 𝟯𝟱 𝗪𝗵𝘆 𝗗𝗘𝗜 𝗖𝗮𝗻 𝗕𝗲 𝗮 𝗪𝗶𝗻 𝗧𝗵𝗲𝗺𝗲 𝗶𝗻 𝗬𝗼𝘂𝗿 𝗣𝗿𝗼𝗽𝗼𝘀𝗮𝗹 DEI isn’t just a compliance checkbox—it can be a strategic advantage. When integrated thoughtfully, Diversity, Equity, and Inclusion strengthens proposals by demonstrating innovation, risk awareness, workforce resilience, and mission alignment. Agencies and evaluators increasingly value partners who understand diverse communities, build inclusive teams, and deliver equitable outcomes. Framing DEI as a business and performance driver—not just a policy—can help your proposal stand out. #DEI #ProposalDevelopment #GovernmentContracting #WinningProposals #InclusiveLeadership

𝗩𝗮𝗹𝘂𝗮𝗯𝗹𝗲 𝗡𝘂𝗴𝗴𝗲𝘁 𝗪𝗲𝗱𝗻𝗲𝘀𝗱𝗮𝘆𝘀 | 𝗪𝗲𝗲𝗸 𝟯𝟱 𝗪𝗵𝘆 𝗗𝗘𝗜 𝗖𝗮𝗻 𝗕𝗲 𝗮 𝗪𝗶𝗻 𝗧𝗵𝗲𝗺𝗲 𝗶𝗻 𝗬𝗼𝘂𝗿 𝗣𝗿𝗼𝗽𝗼𝘀𝗮𝗹 DEI isn’t just a compliance checkbox—it can be a strategic advantage. When integrated thoughtfully, Diversity, Equity, and Inclusion strengthens proposals by demonstrating innovation, risk awareness, workforce resilience, and mission alignment. Agencies and evaluators increasingly value partners who understand diverse communities, build inclusive teams, and deliver equitable outcomes. Framing DEI as a business and performance driver—not just a policy—can help your proposal stand out. #DEI #ProposalDevelopment #GovernmentContracting #WinningProposals #InclusiveLeadership

𝗩𝗮𝗹𝘂𝗮𝗯𝗹𝗲 𝗡𝘂𝗴𝗴𝗲𝘁 𝗪𝗲𝗱𝗻𝗲𝘀𝗱𝗮𝘆𝘀 | 𝗪𝗲𝗲𝗸 𝟯𝟱 𝗪𝗵𝘆 𝗗𝗘𝗜 𝗖𝗮𝗻 𝗕𝗲 𝗮 𝗪𝗶𝗻 𝗧𝗵𝗲𝗺𝗲 𝗶𝗻 𝗬𝗼𝘂𝗿 𝗣𝗿𝗼𝗽𝗼𝘀𝗮𝗹 DEI isn’t just a compliance checkbox—it can be a strategic advantage. When integrated thoughtfully, Diversity, Equity, and Inclusion strengthens proposals by demonstrating innovation, risk awareness, workforce resilience, and mission alignment. Agencies and evaluators increasingly value partners who understand diverse communities, build inclusive teams, and deliver equitable outcomes. Framing DEI as a business and performance driver—not just a policy—can help your proposal stand out. #DEI #ProposalDevelopment #GovernmentContracting #WinningProposals #InclusiveLeadership

Earlier this year, we delivered an online session for Risky Women, a global network connecting, celebrating and championing women in governance, risk and compliance. Neatly entitled RevUp, we believe the attendance, interest and response is in tune with where organisations are focusing their skills development. Over 55 international professionals joined from the UK, Hong Kong, Australia, Bulgaria and Singapore. A strong reminder that the conversation about human skills in an AI-driven world is truly global. In particular: - We explored why human skills, such as critical thinking and emotional intelligence, are now key differentiators at work - We shared practical ways to strengthen critical thinking and root cause analysis, outlining four helpful frameworks - We broke down emotional intelligence, offering techniques for self-regulation, to stay cool under pressure What stood out most was not fear of AI, but a clear desire for greater confidence, better decision-making and maintaining mental clarity in fast-changing environments. And the response was resoundingly positive, receiving an average net promoter score of 9.9 out of 10.  If you’d like us to deliver a bespoke workshop for your organisation or network, please do get in touch. #HumanSkills #Leadership #FutureOfWork #SoftSkillingIt #CriticalThinking #EmotionalIntelligence

“It’s important to have as many voices as possible because inclusion really fuels innovation. If we want to see the best of the best in terms of technology, we need to make sure that voices that have been at the margins are really included.” - Annie Jean-Baptiste, Tech Executive At ITSMF, we believe innovation is strongest when it reflects the full spectrum of experiences and perspectives in tech. When creative voices are centered, we unlock new ideas, better solutions, and stronger outcomes for organizations and communities. This is why we’re committed to creating pathways for IT leaders to shape the future of technology. ⚙️💡 #ITSMF #TechLeadership #Innovation #Quote

What's next for UK tech? Our Fast 50 report shares CEO insights on expansion and policy, revealing a positive shift in mixed-gender founding teams (up 8.5%) that signals greater inclusivity! Find out more: https://deloi.tt/45fLgVh #DeloitteUK #DeloittePrivate #UKFast50 #UKTech #TechLeadership

Really proud to have attended the Orbis Group Women in Tech event with Fidelity International last night - focused on the "Journey to CTO".🤝💻 A candid panel featuring Nicole Grootveld-Sandig William Habberfield Khadeeja Bassier Anna de Rosier Henry Hickley with questions from Jo Murphy and hosted by Helen Price. The panel unpacked what actually differentiates candidates at C-suite level. A few themes were consistent: • The modern CTO is defined by judgement, influence and commercial credibility, not just technical depth • The ability to translate complexity into business impact is what sets leaders apart • Trust, reputation and visible delivery still drive senior hiring decisions • You don’t need to tick every box to step into a bigger role Two lines from the evening really stayed with me, depending on which side of the table you’re sitting on. From a hiring perspective: 🦄 “There’s no such thing as a unicorn. Find a good horse and stick a horn on it.” Eugenia Planas - Organisations should back credible leaders with the capacity to grow. From a candidate perspective: 💯 “Get comfortable being uncomfortable.” Nicole Grootveld-Sandig Many women wait until they feel 100% ready. However most senior leaders stepped forward well before that. Conversations like this matter. They help close the gap between how leaders think they need to show up and how decisions are actually made. In a room full of ambitious women in technology, that felt like an important reminder. Looking forward to the next one already! #womenintech

𝐓𝐡𝐞 𝐫𝐞𝐚𝐥 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐢𝐦𝐩𝐚𝐜𝐭 𝐨𝐟 𝐖𝐨𝐦𝐞𝐧 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐍𝐞𝐭𝐰𝐨𝐫𝐤𝐬 When we talk about diversity initiatives, the first question is often: How much revenue does it generate? In enterprise technology, the answer is rarely direct — but it is 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜. Across our clients, more women are stepping into executive and decision-making roles. And with that shift, expectations toward vendors are changing. 👉 Female leaders increasingly value 𝐩𝐞𝐞𝐫-𝐭𝐨-𝐩𝐞𝐞𝐫 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐢𝐧𝐭𝐞𝐫𝐚𝐜𝐭𝐢𝐨𝐧𝐬. This is where 𝐖𝐨𝐦𝐞𝐧 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐍𝐞𝐭𝐰𝐨𝐫𝐤𝐬 matter. Not because they “𝘤𝘭𝘰𝘴𝘦 𝘥𝘦𝘢𝘭𝘴”, but because they: → enable credible female executive visibility → unlock early strategic conversations → build executive-level trust and reduce friction → strengthen differentiation where products are no longer the deciding factor In complex enterprise deals, 𝐭𝐫𝐮𝐬𝐭 𝐚𝐧𝐝 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐦𝐚𝐤𝐞 𝐭𝐡𝐞 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐜𝐞. That’s why women employee networks are not just a DEI initiative. 𝐓𝐡𝐞𝐲 𝐚𝐫𝐞 𝐚 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐚𝐬𝐬𝐞𝐭. If trust is what ultimately wins complex deals, we should be intentional about how — and with whom — that trust is built. #BusinessStrategy #WomenInLeadership #ExecutiveLeadership #EnterpriseTech

Diversity Done Right: The Data Behind Better Boards. Yesterday I said middle-aged white males still belong as NEDs. Absolutely. But let's dig into the hard numbers proving why diversity + competence = unbeatable governance. The Research McKinsey (2020): Companies in top quartile for gender diversity on exec teams 25% more likely to have above-average profitability. Ethnic diversity? 36%. Credit Suisse (2019): Diverse boards outperformed peers by 3.5% annually over 6 years. Harvard Business Review: Boards with 3+ women see 45% higher returns. 2026 Reality Check UK Corporate Governance Code: Boards must justify lack of diversity. No excuses. Parker Review: FTSE 350 ethnic representation target hit 12% (up from 8% in 2020). Davies Review: Women now 38% of FTSE 350 boards (from 12.5% in 2010). Beyond Gender/Ethnicity. Cognitive diversity: Boards with varied problem-solving styles spot risks 20% earlier. Age mix: Under-50s bring digital fluency; 50+ deliver institutional memory. Sector cross-pollination: Tech NEDs on legacy firms boost innovation 2x faster. The Inclusion Gap 73% of diverse directors report feeling "sometimes unheard" (Deloitte). Diversity hires ≠ board impact unless culture shifts. For NEDs: Your edge? Competence + unique perspective. Boards crave experienced operators who challenge groupthink—regardless of profile. For Chairs: Ditch networks. Use skills matrices. Cast wide. Best boards blend gravitas with disruption. What's the biggest diversity blind spot you've seen in board recruiting? #NED #BoardDiversity #Governance2026 #LeadershipData