From Talk to Action: Reflecting on a Day of DEI Insight

After an inspiring day at the IHR DEI Conference, I left not only with pages of notes but a head full of ideas, challenges, and most importantly, actionable solutions.

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The day opened with a powerful call to break invisible barriers in hiring by embracing social mobility as a core element of equity. Martin Mason and Erica Rose reminded us that talent is everywhere, but opportunity isn’t. With UK social mobility at a 30-year low, their data underscored what many feel but few quantify. This session made it clear: real progress demands intentionality at every stage of recruitment.

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From there, the message of active allyship - driven by awareness, curiosity, commitment, and humility - echoed throughout the day. Iain MacLeod’s global stories highlighted that ally-ship isn’t just an identity; it’s a continuous, actionable practice. The stats shared were clear: UK start-ups saw a 40% growth in workforce diversity when ally-ship was embedded in decision-making. Allyship, done right, drives culture and results.

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DFS and Sofology’s candid session showed that DEI success doesn’t happen overnight. Their data-driven inclusion journey and leadership-backed initiatives demonstrated what real cultural transformation looks like when community and accountability meet.

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Pil Byriel challenged us to rethink the words we use. Inclusive language isn’t a nice-to-have; it’s a measurable talent magnet. It shapes perception, signals belonging, and attracts those who often feel excluded.

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Later, the employer panel gave us a dose of realism: DEI is under pressure, but it’s also non-negotiable. Whether it’s internal fatigue or external resistance, the consensus was clear: organisations must stay the course and embed DEI into long-term strategies.

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Rachel Billington and Christina Lewis wrapped the day with purpose and perspective, reminding us that inclusion begins with emotional intelligence and ends with meaningful retention. This is not just HR work; it’s human work.

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And while the political climate in the US sparked conversation, especially around the chilling impact of DEI rollbacks, the collective sentiment was one of resilience. The UK has its challenges, but optimism prevailed. We’re not untouched, but we’re not undone either.

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As the post-event poll revealed, the biggest barriers aren’t desire - they’re clarity, leadership buy-in, and cultural cohesion. And these were visible across the day’s themes: questioning outdated hiring requirements, challenging “culture fit,” and recognising the DEI journey is exactly that - a journey. One that calls for sustained energy, data-driven insight, and brave leadership.

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That’s where the work is. And that’s where we must move, together, from talk to action.

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