I can share an example from my work where clients want to include Indigenous businesses in their supply chain. One client, for instance, didn’t just meet the 3% target; they outperformed it.
I think people are looking for direction. I work directly in that space, and my title is Diversity and Inclusion Manager. As we were discussing earlier, it's going to be an interesting situation moving forward.
Baringa Barambah Founder Yadeni Consulting
Masheila Pillay Australian Broadcasting Corporation (ABC)
Introduction
The MPN hosted an exclusive evening of meaningful dialogue and connection at our Roundtable Discussion on Diversity, Equity, Inclusion, and Belonging (DEIB). This event brought together professionals from a wide range of industries and backgrounds to explore the evolving landscape of DEIB in the workplace While progress is being made, DEIB continues to face growing resistance The event provided an opportunity to reassess workforce trends and continue building inclusive workplaces. The interactive sessions focused on best practices for building truly inclusive and equitable workplaces. It also addressed the crucial role of DEIB in creating opportunities for all, ensuring that every voice is lifted equitably in the workplace.
About the event
The DEIB Roundtable: Navigating the Corporate Backlash was held on 12 April 2025 in Brisbane, offering a unique opportunity for professionals from various industries to come together in a closed-door, high-impact setting. This exclusive gathering facilitated open dialogue on the evolving challenges and opportunities in Diversity, Equity, Inclusion, and Belonging (DEIB). Nora Fraser, Founder of The MPN, kicked off the event with insightful introductory remarks, highlighting The MPN's key advocacy priorities in DEIB. She shared valuable insights from the recent Pulse Survey, showcasing both the progress made and the ongoing challenges within the DEIB landscape Nora encouraged the attendees to reflect critically on these findings and use the discussions as a catalyst for meaningful change
None of the attendees were surprised by the Pulse Survey findings, stating that these reflected current conversations within their respective sectors Asteria Grace, a disability advocate, highlighted the opportunities available to employers and challenged the audience to elevate their expectations regarding people with disabilities. “It was not surprising,” she remarked. “I work primarily in the disability and LGBTQIA+ spaces, bringing a diverse perspective. In the last six months, we’ve seen significant impacts, especially in the disability and autism fields There was almost an immediate reaction to some of the developments happening in the US, particularly in the media industry It feels as though we’ve taken a step backwards to the early 2000s in terms of progress and understanding "
Roundtable sessions
| Key Insights
The event featured two sessions facilitated by Baringa Barambah, Founder of Yadeni Consulting Drawing from her experience across corporate, government, and non-profit sectors.
Nora Fraser Founder The MPN
Baringa Barambah Founder Yadeni Consulting
Key insights from the discussions included:
Australian organisations are seeing the immediate and indirect effects of US political and media developments, particularly in disability, autism, LGBTQIA+, and media representation spaces, leading to both backlash and funding cuts.
Organisations are restructuring DEIB initiatives, with some shifting from specific focus areas (e g , Indigenous Diversity & Inclusion) to broader terms like Inclusion and Wellbeing to better align with evolving external pressures
DEIB professionals expressed concerns about job stability as backlash and shifting priorities raise doubts about the future of DEIB within organisations.
Companies deeply committed to DEIB are doubling down on their efforts, while others that approached DEIB as a compliance exercise are quietly reducing or withdrawing their initiatives.
The political and corporate backlash has led many organisations and leaders unfamiliar with DEIB to seek guidance on how to navigate these challenges, increasing the demand for expert advice and support.
Australian branches of US-headquartered companies are directly impacted by the political climate in the US, influencing local DEIB initiatives, funding, and priorities.
Some companies are feeling risk-averse, pulling back from visible DEIB programmes due to concerns about operational or reputational risks, while others seek strategies to mitigate potential backlash.
Shifting DEIB discussions from a moral obligation to a business performance issue, backed by data, helps combat scepticism and positions DEIB initiatives as critical to organisational success, rather than optional or politically charged
A growing false narrative suggests that DEIB hires are not merit-based, undermining inclusion efforts and placing extra burdens on those from underrepresented groups once in the workplace
"DEI has often been a red herring, and in many cases, it has not genuinely benefited underrepresented talent It’s time to shift the focus to creating opportunities. Misconceptions about DEI, often conflated with cultural issues, limit its true understanding. People frequently overlook that DEI also includes intersectionality, encompassing factors such as veteran status, accessibility, sexual orientation, gender, socioeconomic background, and more."
Nora Fraser Founder The MPN
DEIB Roundtable
The discussion provided a deep dive into actionable steps businesses and organisations can take to build truly inclusive and equitable workplaces. It focused on best practices for leveraging DEIB (Diversity, Equity, Inclusion, and Belonging) to create opportunities for all and elevate every voice equitably Each session was led by a professional facilitator
SESSION A
Best practices for building truly inclusive and equitable workplaces
This session delved into the key strategies and actions organisations can implement to create inclusive and equitable workplaces, with a focus on tangible steps to ensure all voices are heard and opportunities are accessible to everyone
Facilitator:
Baringa Barambah, Yadeni Consulting
The top three areas discussed by participants were:
In light of the recent DEI backlash, what actions can leaders take to sustain inclusive workplace practices without compromising their commitment to DEI?
How can organisations maintain or even increase their focus on equity and inclusion amidst external pressures or political challenges?
What can companies do to ensure DEI efforts continue to make meaningful progress, despite growing scepticism or pushback?
Insights from this session included:
US media and political shifts are influencing Australian DEIB strategies, with some organisations restructuring teams, rebranding priorities, or quietly retreating from visible initiatives.
Genuine, values-led organisations are doubling down on their commitments, while compliance-driven ones are withdrawing as external pressures ease.
Practitioners expressed anxiety over the future of their roles and the shifting corporate appetite for DEIB work amidst backlash and funding cuts.
Narratives suggesting DEIB initiatives compromise merit persist, placing undue burdens on underrepresented professionals and reinforcing inequities.
While hiring targets exist, workplace support, inclusive leadership, and fair progression pathways remain inconsistent, with a clear demand for better education, messaging, and sponsorship opportunities
SESSION B
The role of DEIB in creating opportunities for all lifting every voice equitably
This session explored how organisations can ensure opportunities in recruitment, development, leadership progression and decision-making are accessible to everyone, regardless of background It emphasised the importance of equitable structures and clear accountability
Facilitator: Baringa Barambah, Yadeni Consulting
The top three areas discussed by participants were:
With the DEI backlash influencing corporate strategies, how can organisations ensure they are still creating meaningful opportunities for underrepresented talent?
How can DEI initiatives be reframed in a way that aligns with both organisational goals and public opinion, without diluting their impact?
Given the current DEI climate, how can organisations ensure that all voices remain central in workplace decision-making?
Insights from this session included:
Many organisational efforts remain tokenistic, failing to create meaningful, equitable opportunities for underrepresented talent across leadership, decisionmaking, and career progression
There’s growing recognition that practical skills and lived experience, particularly among underrepresented communities, should be valued alongside formal qualifications to address skills shortages and broaden access to opportunities
Employee networks and tailored mentoring programmes play a vital role in retention and personal growth. However, disability inclusion often lags, with some organisations offering low-wage or superficial roles without genuine career pathways.
Language matters. Reframing initiatives and aligning them with business priorities can help address scepticism. A focus on building long-term opportunities, rather than short-term token gestures, creates more sustainable and credible impact.
Other insights from the discussions included:
There are both immediate and indirect effects from political and media developments in the US, particularly concerning disability, autism, LGBTQIA+ issues, and media representation Some organisations faced backlash or funding withdrawals in response to international controversies
DEIB efforts have always existed under various labels, and while some of the framing has changed, navigating political or social shifts remains a challenge.
There is a need for targeted education to combat myths, such as “go woke, go broke,” and leaders should better understand opposition perspectives to make the business case for DEIB
While hiring targets are crucial, inadequate support structures in workplaces hinder the retention and progression of talent.
Some organisations implement DEIB measures to meet quotas rather than genuine intent, often resulting in box-ticking without creating a true sense of belonging
Some organisations are already experiencing backlash against DEIB targets, particularly after political shifts, necessitating a rethinking of how initiatives are framed.
Framing DEIB initiatives as a business performance driver, backed by research, can help shift the conversation from moral obligation to operational benefit, making it harder for sceptics to dismiss
Post-referendum, genuine allies are doubling down, while fair-weather participants have retreated
Observations highlight the need for greater participation from policymakers in discussions like this event, especially in their role of shaping future policies.
What’s next
Share the roundtable report with key stakeholders, including government officials, targeting a wider audience, particularly those resistant to DEIB, to enhance understanding.
Explore ways to include opposing viewpoints in future forums, while ensuring an apolitical stance continues to be maintained.
Organisations can safeguard DEIB by linking initiatives to measurable business outcomes, ensuring clear internal communication, and creating allyship at all levels
Use data and lived experiences to identify real equity gaps before acting, avoiding tokenism and ensure decisions are made based on evidence
“Nothing About Us Without Us” Principle –Inclusion work should be driven by those it affects and authentic engagement leads to more effective policy and culture changes
Organisations with effective DEIB practices have leaders who model inclusive behaviour and integrate DEIB into governance structures as a standard business practice.
Rather than rigid quotas, the focus should shift to creating opportunities for talent to access and succeed in roles when ready.
Continue to invite key stakeholders, government policymakers, and those opposed to DEIB to future discussions
IDEAS INTO ACTION
Pulse Survey Insights
In light of the recent DEI backlash in the U.S. and its ripple effects on global strategies, The MPN sought to understand how these shifts are impacting workplaces worldwide We invited individuals to participate in a brief, 5-question anonymous survey to share their perspectives on the evolving DEI landscape. The results are highlighted below:
Pulse Survey Insights
The survey ran from 7 February to 31 March 2025 and captured 548 perspectives from professionals across multiple regions. The insights gathered were aimed at helping us better understand emerging trends and challenges in DEIB
Pulse Survey Insights
The majority of respondents were from Australia, accounting for 82% of the total responses. The survey captured a broad representation of job levels, with the largest proportion being individual contributors at 35%, followed by middle managers at 29% This diverse range of job levels provides a comprehensive view of the DEIB landscape across different professional experiences.
58% reported a decrease in their organisation’s focus on DEI since the U S backlash
This suggests that many organisations have reduced their emphasis on DEI initiatives following the political and media backlash in the U.S., indicating a broader global trend of scaling back DEI efforts
68% anticipate a significant decrease in DEIrelated funding and resources over the next year This highlights concerns that DEI efforts will be deprioritised, leading to fewer resources allocated to initiatives and possibly impacting the scope and effectiveness of DEI programmes.
44% said their organisations are scaling back DEI communication and initiatives
This reflects a trend where organisations are not only reducing DEI resources but also cutting back on communication and outreach, potentially diminishing the visibility and impact of their DEI work
79% expect a reduction in public DEI commitments as the most significant shift ahead This points to the anticipation of organisations retreating from visible public statements or commitments to DEI, as they may fear backlash or want to avoid political risk, focusing more on internal initiatives
The survey was promoted through multiple channels, including our community newsletter, the SEWF Global Newsletter, People and Planet First Global, SECNA, WASEC, SENVIC, and across our social media platforms, ensuring it reached a wide audience
Only 18% remain public and proactive in promoting DEI efforts
This highlights a stark contrast between a small minority of organisations that are continuing to openly and actively promote DEI and the larger trend of retreating from such commitments.
88% personally believe the rollback of DEI is a step backward
This reflects the belief among respondents that scaling back DEI efforts is detrimental, reinforcing the idea that DEI initiatives are essential for progress in equity, inclusion, and organisational culture
The majority of respondents are from Australia (82%), with a broad spread across job levels – most being individual contributors (35%) and middle managers (29%)
This indicates that the survey responses were predominantly from Australian professionals, with a good representation of employees at various levels within organisations, ensuring a broad range of perspectives
The survey reveals a global ripple effect, with organisations increasingly deprioritising DEI, shifting from public commitment to cautious, internal-only approaches.
While the survey sample provides valuable insights from a broad range of professionals, it should be noted that the results may not be fully representative of the global population or reflect the experiences and perspectives of all industries or regions worldwide
Resources
A selection of resources to support DEIB Implementation If using this document digitally, hyperlinks are provided If you are looking at a printed version of this document and want more information visit our website www multiculturalprofessionalnetwork com au/freeresourses
DEIB in the Global Workplace
DEIB isn't a one-size-fits-all approach, even within similar industries or countries. Many companies default to a USbased model, focusing on issues like race while neglecting region-specific concerns, such as religion or class Read and download the Executive Summary >
Cultural Capability Resource
A guide developed by the Queensland Government to help small and medium-sized businesses build cultural awareness and create culturally safe workplaces Read and download the Resource>
Intersectionality Inside the Disability Community
DEIB is often viewed as a collection of isolated communities, such as LGBTQIA+, BIPOC, Persons with Disabilities (PwD), and others
While these categories can be helpful in structuring DEIB programmes, they often limit our understanding of the diversity within each group
Explore the Resource >
What Diverse Talent Wants research
A global, data-driven insight into what diverse talent seeks from employers and how companies can attract and retain talent from all backgrounds
Read and download the Research >
Workforce Evolve Online Learning
Workforce Evolve offers six flexible online modules, empowering employers to harness the potential of diverse and inclusive workforces These self-paced modules allow employers to choose their starting point based on their specific needs and goals
Connect with a Workforce Coach >
Inclusion & Culture Calendar
The Inclusion and Culture Calendar is designed to help businesses integrate DEIB initiatives and celebrate key events that promote diversity, equity, inclusion, and belonging throughout the year
