Trump’s America is turning the tide on woke, but are DEI quotas good for business? Two experts hash it out in this week’s Debate

Yes: Targets work, but they speak only to the converted

Diversity in business isn’t a ‘nice to have’: it’s a necessity. Diverse teams consistently outperform in terms of problem solving, creativity and decision making, all of which are key ingredients to growth. 

The emphasis on DEI ‘equity’ – equal opportunities for all – has driven positive change over the last few years, but the rate of change is not fast enough. A recent McKinsey report shows it will take 22 years for white women to reach parity in senior leadership roles; that figure rises to a staggering 48 years for women of colour. 

In fact, the data tells us that minority groups miss out on every rung of the career ladder, from entry level to senior leadership positions. In a world where rationalisation and AI mean fewer roles are available, minority groups are likely to find themselves losing out even more unless we take a radical new approach.

Targets work – those around women on boards for the FTSE 350 resulted in an 18 per cent increase over a 10-year period – but they speak only to the converted. Adopting quotas cuts through the debate: these are not for discussion, they are mandatory. They force the issue to the top of the agenda, and cut through systemic barriers within businesses around retention, career development and promotion.

I wish we weren’t still talking about this in 2025, but we are. Those that understand the business sense underlying diverse businesses have already made the change; now it’s time to force the naysayers to the table.

Victoria Symons is partner and head of corporate at Cripps