Accelerate Action: No More Excuses, Build Truly Inclusive Workplaces

Apr 9

International Women’s Day is more than a celebration. It is a call to action. The #AccelerateAction movement is a reminder that diversity, equity, and inclusion (DEI) do not improve by accident. Real progress takes commitment, action, and the courage to push forward even when there is resistance. And right now, resistance is growing. Some companies are rolling back DEI initiatives, citing political pressure or legal concerns. But stepping away from DEI is not just a business decision. It is a step backward for workplace culture, innovation, and fairness.

This International Women’s Day week, the question is not whether to act. It is whether companies are willing to lead or fall behind. Here is how industry leaders are proving that inclusion is not optional. It is a necessity.

Five Ways to Accelerate Change (Because Good Intentions Are Not Enough)

1. Make Inclusive Leadership Non-Negotiable

Leadership defines culture, and companies that prioritize inclusion do more than talk about it. They build it into their strategy. Santander , one of Europe’s largest banks, is leading by example:

Women in Leadership: In 2023, women made up 32.4% of Santander’s senior leadership. Their target is 35% by 2025. No vague promises, just measurable progress.
Equal Pay, Real Change: Santander conducts regular pay equity reviews to close gender pay gaps and ensure fair opportunities for career advancement.
Support for Working Parents: The bank offers a global minimum standard of 14 weeks of paid parental leave for primary caregivers because supporting families improves retention.
Bias-Free Hiring: Diverse hiring panels ensure fairness, and anti-discrimination training for managers reinforces accountability.

Santander’s approach is simple. If leadership does not reflect the communities they serve, they are not leading. They are failing.

2. Set Goals That Actually Mean Something

DEI is not about vague commitments. It is about measurable, trackable goals. Essity , a Swedish hygiene and health company, is proving that numbers matter.

Recognized as a Diversity Leader four years in a row by the Financial Times, most recently in October 2024.
3,000 employees engaged in “Courageous Conversations” workshops and podcasts, with 98% positive feedback. This is more than training. It is cultural transformation.

The takeaway? If companies are not measuring their DEI efforts, they are not managing them.

3. Dismantle Bias in Hiring and Promotion

Bias is not just an unfortunate reality. It is a systemic barrier to progress. Chiesi Group , an Italian pharmaceutical company, is actively breaking down these barriers:

A Global DEI Policy that explicitly commits to inclusiveness, respect, and merit-based opportunities.
Chiesi Affinity Networks (CANs): Employee-led groups ensuring diverse voices are heard, not as an afterthought but as a driving force in company culture.
A Dedicated Global DEI Committee with real influence, ensuring that inclusion is more than an HR checkbox.

If companies are not reviewing their hiring and promotion processes, they are reinforcing the status quo. And the status quo is not good enough.

4. Move Beyond ‘Diversity Talk’ and Create a Culture of Allyship

Inclusion is not just about policy. It is about people supporting each other. Spotify understands that allyship is the difference between diversity as a statistic and inclusion as a reality:

DEIB Overhaul: Spotify expanded its efforts to focus on equity, adding “Belonging” to its DEI strategy. Representation alone is not enough. People need to feel valued.
Cultural Moments and Belonging Groups: Instead of vague corporate statements, Spotify actively celebrates diverse communities through employee-led initiatives.
Global Belonging Week: More than an event, this initiative ensures that conversations about inclusion reach every employee, not just those already engaged.

Allyship is not passive. It is a choice. Companies either invest in it or risk losing talent that demands better.

5. Train Leaders to Lead Inclusively or Replace Them

Inclusive workplaces require inclusive leadership, and that does not happen without training. Zalando , one of Europe’s leading online fashion platforms, is not waiting for change. It is driving it:

The do.BETTER Strategy: A structured approach built on four pillars—talents, leaders, customers, and partners—with 12 commitments to embed DEI into company operations.
Mandatory Unconscious Bias and Allyship Training: Leaders who do not recognize their own biases are part of the problem.
Gender Diversity Goals: Aiming for a 40–60% gender balance across leadership by 2025. As of 2023, they are at 35.6%, proving they are on track.

If companies are not investing in training, they are investing in the status quo. And that is a choice with real consequences.

The Backlash Against DEI: Why This Moment Matters

Some companies are quietly cutting back on DEI initiatives. GSK , a major pharmaceutical company, has paused some diversity programs in the UK due to compliance concerns. But this is not just about legal caution. It is about companies choosing comfort over progress.

When DEI efforts are deprioritized, the impact is immediate:

Fewer opportunities for diverse talent
Widening pay gaps
Workplaces where women, people of color, and other underrepresented groups feel undervalued

The business case for DEI is clear. Diverse teams drive innovation, increase profitability, and enhance company reputation. Rolling back DEI efforts is more than a moral failure. It is a competitive disadvantage.