2025 Industry Momentum
The 6th DE&I in Economics, Finance and Central Banking Conference, hosted by six major central banks including the Bank of England and Banque de France, invites papers, from traditionally under-represented groups in an academic style, which are intended to be spotlighted in November. Topics covered will include how demographic biases can influence monetary policy and financial decision-making – we look forward to hearing the key takeaways!
Atos’ 2025 DE&I Summit tackled the growing challenge of “DE&I Fatigue” and rising anti-inclusion sentiment. Key takeaways included a call to action to reignite commitment through empathy, inclusive wellbeing strategies and bias-aware AI. AI mirrors our biases given the data and systems that it reflects, with examples of how AI systems can reinforce stereotypes such as associating doctors with men and nurses with women. We, as a collective, need to ensure transparency and fairness when building AI. They are not just HR issues, but innovation and risk management imperatives.
Pivotal Moments
- Central banks across the globe have united to address demographic bias in economic policy, reinforcing the need for inclusive governance in Finance.
- AI and LLMs are transforming how we work, but without diverse data and ethical oversight, they risk reinforcing systemic bias. DEI must be a part of every conversation on responsible and inclusive AI, and we are excited to see the work produced by the EU AI Pact!
- Diversity in Fintech and ESG Innovation is thriving, but true impact requires inclusive design. This includes products that serve all communities, not just the digitally privileged.
Challenges and Pushbacks
- A major technology firm recently adjusted its supplier diversity strategy, shifting focus from demographic targets to prioritising small and veteran-owned business. It also removed diversity-linked executive compensation metrics, citing the complex challenges of implementing inclusive practices effectively.
- Several large organisations across healthcare, media and consumer goods sectors have revised their public DEI commitments, either by removing DEI-specific language from their websites or rebranding internal teams under broader terms like “inclusive culture”. These changes reflect a response to evolving legal and political landscapes.
- A comprehensive analysis published this year reviewed nearly 1,000 studies on mandatory anti-bias training, a common and often baseline-level DEI initiative. The findings suggest that while well-intentioned, such training often has short-lived effects and, in some cases, may unintentionally reinforce bias or provoke resistance.
Strategic Shifts in DEI
Despite any step-backs in what will naturally be a non-linear journey, many organisations are doubling down on DEI with more evidence-based, data-driven, and systemic approaches, meaning performative DEI is being replaced with strategic, measurable inclusion. If you are here for the “Why?”, here’s a statistic for you: McKinsey’s 2024 “Diversity Wins” report found that companies in the top quartile for ethnic and cultural diversity on executive teams were 36% more likely to outperform on profitability.
Delta Capita’s Commitment
At Delta Capita, we believe embedding DEI into the DNA of financial and tech ecosystems is essential for resilience, trust and long-term value creation. Want to discuss how DEI can reach its full potential in your organisation? Reach out to Harriet Rhodes-Jones!
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