International Women’s Day (IWD) on March 8 sparked important conversations about the evolving nature of workplace diversity, equity, and inclusion (DEI) policies. These discussions are becoming increasingly relevant as businesses navigate the growing tension between sociopolitical movements and workplace culture changes.
HR Leader spoke with Dionne Woo, chief people officer at SiteMinder, and Neha Madhok, a racial justice advocate and former CEO of Democracy in Colour, to explore the complexities surrounding gender equality and DEI in the workplace.
Dionne Woo emphasized that achieving gender equality requires a clear understanding and active efforts to address systemic barriers. “Progress towards gender equality cannot happen without recognizing and addressing the challenges within teams, businesses, or industries,” Woo explained. “Inclusive environments foster genuine diversity of thought by dismantling obstacles that hinder individual success, enabling everyone to thrive.”
According to Woo, representation across all levels is critical, acknowledging that the path to equal representation may be lengthy, but it is worth the effort. She added, “Diversity initiatives are backed by research showing their positive impact on innovation, company culture, employee engagement, and the overall bottom line. When diverse representation is lacking at the top – in boards and executive positions – it reflects the presence of barriers limiting career progression.”
Woo further argued that these indicators should not be ignored if businesses are committed to providing equal opportunities for women and girls, emphasizing the need for sustained effort and focus on diversity.
Neha Madhok shifted the conversation to what IWD should signify for Australian businesses, framing it as a call to action beyond gender equality. “In 2025, the fight for gender equality must be seen as a fight for justice, not just about increasing women in leadership roles,” Madhok asserted. “It’s about dismantling systems that concentrate power in the hands of a few, those who benefit from maintaining the status quo.”
Madhok warned that DEI initiatives are vulnerable to political shifts, with efforts often quietly rolled back when they conflict with prevailing political ideologies. “If business leaders are truly committed to progress, they must double down and protect the gains we’ve made in DEI,” she said.
Looking ahead to Australia’s federal election, Madhok stressed that this year will serve as a pivotal test for businesses. “Will corporations succumb to the far-right culture war, or will they prioritize good business practices that include diversity?” she questioned. “Excluding diverse perspectives from your organisation is not just poor business sense, it’s detrimental to innovation and growth.”
Madhok urged business leaders to embrace true leadership by embedding equity at every decision-making level, particularly when it’s challenging. She highlighted the importance of policies on pay transparency, anti-racism, anti-discrimination, equitable hiring, and genuine power sharing, rather than tokenism.
“The backlash against DEI is a sign that these initiatives are working,” Madhok concluded. “Instead of retreating, we need to intensify our efforts to protect the progress we’ve made in diversity, equity, and inclusion.”
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