It’s no surprise that many companies are scaling back on EDI efforts—reducing budgets, shifting focus, and in some cases, removing EDI from their terminology altogether. But does that mean EDI is dead? maybe it's not the death of EDI we're witnessing—maybe it’s a transformation.

This was the question we asked at the CIPD Festival of Work. Over two days, we heard a wide spectrum of views. Some argued that a push towards so-called "wokeism" has killed EDI. Others insisted the work remains critical and urgent.

Based on the conversations captured at the event, here are 10 thoughts on what the so-called death of EDI really means:

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1. EDI Fatigue Is Real — But So Is Resistance

"Yes—people are offended by everything now."

This isn’t entirely wrong. Many people hesitate to speak freely for fear of offending someone. We’ve talked about this before — EDI fatigue is real. Not because people reject fairness or opportunity, but because the message has been hijacked by extremes.

The shift from inclusion to ultimatum — “conform or be labelled” — has alienated people. Some now associate EDI with hypersensitivity or virtue signaling. Let’s be honest: how many people now roll their eyes when they hear the word inclusion?

The challenge is reclaiming a language of EDI that feels expansive, not accusatory.

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2. 'Wokeism' Backlash Signals a Deeper Divide

"Wokeism has gone too far and excluded the norm."

The term “woke” has been weaponized—often used to dismiss progressive or innovative ideas as performative or out of touch. But the backlash isn’t the death of EDI. It’s a call to recalibrate.

Many people feel excluded or confused by the current EDI discourse. To move forward, we need to bring clarity back to the conversation and re-centre it on fairness, empathy, and shared values.

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3. Once Aware, Always Aware

"No—you can’t unlearn once you gain awareness."

For many, EDI work creates a permanent shift in perspective. Once you see inequality clearly, you can’t unsee it. Strategies and slogans may evolve, but the underlying awareness remains—and must lead to meaningful action.

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4. Change ≠ Death

"It’s not dead. It’s just changing."

What is dying is a version of EDI that feels performative, rigid, or disconnected from business realities. The version that checks boxes but fails to create meaningful change. Like any movement, EDI must evolve—or risk becoming irrelevant.

True EDI isn’t about letting anyone do anything they want. It’s about equity, safety, and businesses strengthening through real understanding and thoughtful change.

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5. This Work Is Ongoing — Not Optional

"We need to do the work so it doesn’t die."

EDI isn’t a one-off initiative or campaign. It’s a continuous effort—reflected in leadership, culture, hiring, policies, and behaviour.

If EDI “dies,” it’s because the real work behind it stopped. And that’s not an option for any organisation serious about people and performance.

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6. The Stakes Are Higher Than a Buzzword

"No—because people with minority backgrounds like me would be overlooked."

Behind the acronyms are real people. Lives impacted by discrimination, harassment, mental health challenges, and — in tragic cases — even death.

EDI isn’t a trend. It’s a response to systemic imbalance. The consequences of abandoning it fall hardest on those already marginalised. From a business perspective, real EDI improves performance, retention, and culture.

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7. The Structures Still Need Breaking

"There is work to be done and systems to be disrupted."

EDI isn’t just about celebration—it’s about disruption. It requires challenging power structures, questioning outdated systems, and being guided by data and lived experience. Until we address root causes, the job isn’t done.

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8. Culture Over Compliance

"This should be a continuous principle embedded in every organisation’s culture."

You can’t tick-box your way to meaningful inclusion. EDI must be part of organisational DNA, not just posters and awareness days.

The last five years saw a wave of surface-level efforts. Now, as the trend cools, the question is: did anything actually change?

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9. It’s a Myth — But a Convenient One

"Everyone calm down! This is just a bump in the road — refocus and don’t let it derail your good work."

Let’s be clear: the idea that EDI is dead is a myth — but a useful one for those who were never truly invested in the first place.

It’s easier to say “EDI is over” than to admit that many strategies were flawed, many leaders underprepared, and much of the effort performative. The media loves a culture war headline. Politicians thrive on distraction. And businesses? Some are relieved to quietly shelve their promises.

But this narrative is dangerous.

It lets people off the hook. It stalls progress. And it devalues the real, life-changing work that’s still happening — often quietly, often without applause — by those committed to making their organisations more human, more equitable, and more honest.

Now is not the time to retreat.
It’s time to strip it back. Rebuild. Get real. And recommit to the work — without the fluff.

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10. The Future of EDI Needs Leaders, Not Bystanders

This isn’t the death of EDI.
It’s a reckoning.

It’s exposing the truth: too many people jumped on the EDI bandwagon because it was trendy, not because they understood what it takes. We saw job titles handed out like stickers. AI-generated training rolled out at scale. High-priced consultants selling cookie-cutter solutions with zero impact. It became a business model — not a values-led mission.

Now that the noise is dying down, we’re left with a powerful question:

Who’s still here?
Who was in this for the right reasons all along?

Because real EDI isn’t glamorous. It’s uncomfortable. It’s complex. It requires courage, vulnerability, and leadership. Not just standing in front of a slideshow — but standing up when it matters. Calling things out. Making hard decisions. Challenging power. Creating lasting change.

The language may evolve.
The strategies will shift.
But the need for fairness, accountability, and representation hasn't gone anywhere.

This moment will show us who the real leaders are — and who was just tagging along.

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Final Thought

EDI isn’t dead.
But the era of empty pledges, lazy toolkits, and rainbow-washing might be — and honestly, that’s long overdue.

What’s falling away are the quick-fix consultants, the one-size-fits-all slide decks, the PR stunts dressed up as progress. What remains is the real work: the messy, human, system-shifting work that makes people feel safe, seen, and empowered.

To the organisations still standing: this is your chance.

Drop the performative.
Invest in the transformative.
Do the work — properly.

Because when it’s done right, EDI doesn’t just tick a box. It changes everything.