Reassure me that we are a nation with the courage to do what’s right, even when it’s not easy. That we’ve learnt from the mistakes of the past and are building a future where everyone, regardless of race, background, or identity, can achieve their full potential without barriers.

As we get ready to turn the page on another year, it’s the perfect time to reflect on where we’ve been and where we’re headed. A new year isn’t just about resolutions; it provides the perfect opportunity for us to be intentional with the goals we set and the actions we take. Whether you're focusing on personal growth or deepening your commitment to equality, diversity, and inclusion (EDI), 2025 holds infinite possibilities, but they require clarity and commitment.

So how can you make 2025 the year you step boldly into your potential, driving both personal and inclusive change?

In recent years, Diversity, Equity, and Inclusion (DEI) has become a central focus for many organisations. And while this shift is encouraging, it’s also clear that not all DEI efforts are created equal.

In Elite Capture, Olúfẹ́mi O. Táíwò introduces the term “Deference DEI” to describe how organisations often focus on symbolic gestures rather than tackling the deeper, systemic issues at play.

But let’s take a moment to reflect: how is “Deference DEI” being discussed, and who is it being applied to?

Last Wednesday, many of us woke up heartbroken. Watching the election results, I felt the same wave of devastation that I experienced after the UK voted to leave and again when Trump was elected.

In today's fast-paced and competitive world, businesses are constantly looking for ways to stand out from the competition, stay innovative, and outperform their rivals. They implement different strategies and initiatives to try to achieve these goals, but one crucial aspect that is often overlooked is inclusion. Inclusion, as the great multiplier, is and should be seen as the cornerstone that successful businesses are built on, catalysing increased performance, employee engagement, and sustainable growth.

We’ve talked about Equality for a long time, so I feel like most are familiar with it at this stage, but for anyone who isn’t. When we talk about Equality, we mean equal distribution and treatment to create fairness. Providing all with the same resources, opportunities, or support irrespective of their individual needs or circumstances. While this creates a spirit of fairness, it doesn’t address underlying systematic disadvantages or barriers that certain groups face.

I’ve not been able to sleep some nights.

The recent attacks on the essence of Equality, Diversity, and inclusion (EDI) have had me scared and curious. If we stop now, what was it all for?

Don’t get me wrong, I get it. People are fed up with tokenistic initiatives; some are scared that moving towards Equity and Inclusion could mean they somehow lose out.

When we try to create change in the world, the most effective change happens when people appreciate and understand what’s in it for them. For some of us, we are driven by the fact that creating inclusivity in the workplace is morally the right thing to do, but for some (I’m looking at CEOs and CFOs here), we need a bit more. We need to know how inclusivity in our organisations, will benefit our businesses.

The days of tick-box training being enough are over. Employees now demand intentional, authentic, and transformative efforts in ED & I. To get there, EDI and HR leaders need to change things up and prioritise communication and purpose-driven training that goes beyond mere compliance.

Climate change is one of the most pressing issues of our time, affecting people and ecosystems across the globe. While its consequences are far-reaching, one of the most disheartening aspects of climate change is the unequal burden it places on disadvantaged groups. Marginalised communities, including low-income populations, people of colour, and those with limited resources, bear a disproportionate share of the negative effects of climate change.