With International Women’s Day around the corner, questions about the future of diversity, equity and inclusion (DEI) are back in the spotlight. In recent weeks, global companies have made headlines for scaling back their DEI efforts. Some are calling it the end of an era. Others wonder if the progress we’ve made is starting to unravel. Is this a sign that the work is complete—or a reminder of how fragile it still is?
We met up with Johanna Palmér, investor, board professional and long-time advocate for gender equality, to get her perspective.
“We’re far from done”
“I’ve been involved in gender equality and inclusion for years, and right now the conversation feels tougher than ever. But the work is far from over. Actually, I see this as a fresh start. We really need to roll up our sleeves, because nothing can be taken for granted anymore,” Johanna says.
She highlights a growing backlash, particularly in the U.S., where DEI has become a frequent target. “Some argue that inclusion efforts have restricted their freedom of speech or created unfair advantages for certain groups. But what doesn’t quite add up is that these claims often come from people who already hold a great deal of power,” she explains. “Even if you disagree with opponents of DEI, it’s important to understand why these views exist. Without that insight, it becomes difficult to find a way forward.”
Johanna points out that this growing polarization makes it harder to have an open conversation about equality and inclusion—topics that once felt like common ground. “We’ve reached a point where even the words we use have become dividing lines. And that’s dangerous. If we can’t even talk about these issues without creating conflict, how are we supposed to keep moving forward?” she says. “We need new ways of working with these questions. Ways that make sense for everyone involved—and that build bridges, not walls.”
“We’re seeing the conversation get stuck in extremes,” Johanna adds. “Either you’re all in, or you’re accused of being against it. That makes it hard to bring people together. But inclusion can’t be about taking sides. It has to be about creating something better—for everyone.”
Inclusion is more than values – it’s good business
Johanna has long worked at the intersection of sustainability and business development. Among other things, she co- founded 100-listan, a platform that promotes female board talent. And when it comes to the link between diversity and innovation, she doesn’t hesitate:
“If companies stop prioritizing diversity, leadership teams start to look the same. And sameness kills innovation. We know diverse teams solve problems better and create stronger ideas,” she says.
For companies looking to attract the next generation of talent, inclusion is no longer optional. “Younger professionals expect open, inclusive workplaces. They want cultures where people—and ideas—are welcome. Diversity of thought is a real competitive advantage,” Johanna adds.
So what does real inclusion look like today? Is it enough to ensure everyone is treated the same—or do we also need to actively remove the barriers that keep some voices out? And how do we keep pushing for progress when even the concept of diversity is being questioned?
Why companies can’t afford to hit pause on DEI
While equality is a basic value in society, Johanna points out that businesses play by different rules. “Companies aren’t democracies. They’re governed by corporate law, shareholder votes and ownership structures. But no business succeeds without employees, customers, investors and other stakeholders. And diversity is a key part of what drives value and results.”
And the research backs her up. Just to mention a few:
- McKinsey has shown that companies with greater diversity in leadership roles are not only more innovative but also significantly more profitable than those lacking diversity, proving that inclusion is directly linked to stronger financial performance. Read more
- Harvard Business Review confirms that diverse teams consistently make better decisions, as they bring a wider range of perspectives to the table, leading to solutions that are both more creative and more effective. Read more
- Allbright has repeatedly demonstrated that gender-equal companies outperform their competitors, showing greater resilience, higher profitability and stronger employer brands. Read more
- World Economic Forum emphasizes that companies investing in structured diversity and inclusion initiatives not only see improved employee wellbeing, but also experience increased innovation capacity and higher productivity over time. Read more
So, is DEI done?
“Definitely not,” Johanna says. “But this is a great moment to restart. Companies that make inclusion a core part of their business strategy will build stronger brands, attract the best talent, and stay ahead of the competition. The real challenge now is finding ways to keep this work going—even in a climate where the very idea of inclusion is being questioned. We can’t afford to step back. Not now.”
