Nothing About Us, Without Us
It’s easy to assume we’ve made progress just because the faces in the room look different. But diversity in appearance doesn’t automatically mean inclusion. We must ask ourselves not only, “Who is in the room?” but also, “Are all voices heard equally?”
In the 1st episode of the 6th season of Why Care?, I had the pleasure of hosting the inspirational Founder and CEO of Media Stream AI (UK), Christopher Kenna. Chris explained his vision behind his personalised AI-powered TV channels, how his lived experience shaped his goal to disrupt traditional media representation - and how AI can be harnessed ethically to do it at scale. During the conversation, Chris touched on the incredibly relevant point of performative diversity by quoting his organisation’s ethos: “Nothing about us without us.”
As we stand in 2025, the conversation around how diverse organisational representation can be carried out effectively and ethically is very much still developing. Let’s explore.
Why does representation even matter?
Most of us agree that diverse representation is “the right thing to do.” But why? Representation is not just a moral gesture - it’s a celebration of intrinsic humanness.
For instance, take the media, which largely shapes how we see the world and each other. Books like A Thousand Splendid Suns - a global bestseller that sold 38 million copies worldwide - gave readers a personal lens into the lives of Afghan women. The novel helped humanise an underrepresented group that is often reduced to political headlines and statistics. When representation is done effectively, it doesn’t just tell a story - it positively moulds the world around us, and by extension positively moulds us.
What is the right way to go about diversity?
Like many things, DEI (Diversity, Equity and Inclusion) has an etiquette. Think of it like watering a plant. If the water only dampens the visible surface, but does not reach the roots, the flower will have the appearance of being nourished, while it is in fact slowly wasting away. The same can be said for organisations that respond to global pressure to diversify with optics alone. Diverse-looking campaigns, hiring announcements, or e-commerce websites featuring inclusive models are not enough if the internal culture and decision-making remain homogeneous.
The conversation around how deep diversity genuinely runs within organisations is a fervently discussed topic of an ever-discerning digital audience. A recent viral video from Black creator, Jackie Asamoah, called out U.S. retailer, Target, for “their reversal of DEI efforts” while doubling down on diverse creator partnerships. It racked up over 2 million views: a clear sign that consumers are scrutinising not only the faces on the surface, but the systems behind them.
There’s no getting around the fact that a lack of backend inclusion weakens the authenticity and impact of the final product/ service.
If our products serve a diverse world but fail to reflect it, what place do they truly have in that world?
Take, for example, a 2018 study that found facial recognition systems from Microsoft, IBM, and Face++ had error rates of less than 1% for white men - but up to 34.7% for dark-skinned women. These tools, already being used in law enforcement, reflected inherently exclusionary design.
There are countless similar examples across sectors - but also a growing number of organisations working to get it right. So how can leaders rise to the challenge?
How can leaders make their teams more inclusive?
First and foremost: be receptive to learning and willing to act. This in itself comes from demystifying inclusion and understanding how it is a win for all. The baseline is: happier teams, optimised workflows, better decision-making, and greater profit.
Here are some actionable steps you can set in motion:
Ask who really gets to lead. Who shapes narratives, policies, or organisational culture? Who’s in the room when big decisions are made?
Track the metrics that matter. Go beyond headcount. Monitor retention rates, promotion trajectories and pay equity, among others.
Create safe feedback loops. Ensure that everyone has a safe and meaningful channel to share their ideas and needs.
On page 49 of my book Beyond Discomfort I pose the question, “If you were to give yourself agency around the DEI table, what could you offer and what would you gain?”
How can Avenir help?
At Avenir, we offer an Inclusive Leadership Programme, which provides you with the support and guidance you need to foster inclusive workplaces. My book, Beyond Discomfort: Why inclusive leadership is so hard (and what you can do about it) is also an invaluable tool for learning how to harness discomfort as a catalyst for positive change and greater returns. You can get your hands on a copy of the book here. It is also available as an audiobook to listen to on the go.