20 March 2025
Why EDI is more than just a buzzword
Once upon a time, corporate governance was all about numbers, rules, and making sure no one ran off with the company’s cash.
Today, it’s about people – every single one of them. That’s where Equality, Diversity, and Inclusion (EDI) come in.
EDI isn’t just about ticking boxes or looking good on social media. It’s about creating workplaces where diverse ideas flourish, decisions are smarter, and everyone feels they truly belong.
And guess what? It’s not just the right thing to do –it’s good for business.
There is no quick fix
Here’s the first thing to get your head around. EDI is an ongoing process, not a one-off project.
You don’t just hire a few people from underrepresented groups and call it a day. In fact, rushing to “fix the problem” can do more harm than good.
Without building an inclusive culture first, you’re basically inviting people to a party but refusing to play their favourite music. Result? They leave fast.
True inclusion means everyone feels valued, heard, and respected. It’s about creating an environment where diverse voices aren’t just present but influence decisions.
That takes time, effort, and a true cultural change – which can be supported with the right training, of course.
Why focus on EDI?
Before diving headfirst into EDI initiatives, ask yourself a critical question – Why is EDI important for us?
“Because everyone else is doing it”
If this is your answer, you might be missing the point. EDI should be meaningful and align with your organisation’s mission and vision.
If you don’t understand why EDI matters to you, your efforts will come across as hollow, and let’s face it, nobody wants to be labelled a virtue signaller.
Why haven’t you achieved your EDI goals?
Look around your boardroom or your office. Is someone missing? Who’s present but not speaking up? Why are the decision-makers all from the same background?
If you are talking about these points but not addressing them then you aren’t anyway near your goals.
Here are some ways to dig deeper:
Be honest and critical. It’s about understanding the cultural barriers that need dismantling and then taking action to remove them.
Set realistic goals
You won’t solve all your EDI issues overnight – that’s fine. However, you should set realistic, time-bound goals that reflect your organisation’s current state.
Some organisations might need to focus on building inclusive cultures first, where everyone feels safe to speak up.
Others might be ready to bring new voices to the table. But beware of the “one diverse trustee” trap.
Adding one person and expecting them to solve all EDI issues is not only unfair – it’s tokenism.
Instead, aim for a tipping point. Consider adding at least three new board members from underrepresented groups at the same time.
This creates a more balanced environment where real cultural change can happen.
Take action, make mistakes, learn, repeat
There’s no one-size-fits-all manual for EDI, and guess what? You will make mistakes.
Try following these steps
It’s like learning a new language – you’ll stumble over words at first, but the more you practice, the more fluent you become.
When does it end?
In truth, EDI is never really “done.” As society changes, your workforce evolves, and new challenges arise, your approach to EDI will need to adapt.
This is an ongoing journey of continuous learning, experimenting, and growing.
It’s about staying relevant and responsive to the world around you.
Why it all matters
Equality, diversity, and inclusion in corporate governance aren’t just nice-to-haves – they’re must-haves.
So, the real question isn’t just why EDI matters, it’s – What are you going to do about it?
To take the first step, why not undergo some dedicated eLearning and development with The Professional Alternative.
To find out more about our new, dedicated EDI courses, request a demo.