We are back with a bang with our first livestream of 2025. Following Toby’s declaration to LinkedIn that he was going to be “little spicy, a little provocative but always honest” we took the plunge with a big one.
The Zuckerberg Guide to Employee Experience: Kill DEI and Call It Progress
And why that might not necessarily be a bad thing.
Sparked by Meta’s recent announcement to dissolve its centralised DEI function, we explored what this decision might mean, and how other organisations can genuinely integrate DEI into their business without it being a bolt on or mere lip service to the idea of inclusion.
If you missed the live stream, here’s a recap of the highlights, insights, and the lively audience engagement that shaped the discussion.
A bold move by Meta: a sign of progress or regression?
Meta’s decision to eliminate its DEI team has stirred debate across industries. The headlines screamed: “Meta kills its DEI programme!” and many questioned whether this signifies the diminishing importance of DEI or a strategic shift towards systemic integration.
Something we’ve said time and time again (and again on the stream): “If DEI is going to work, it has to become business as usual. A centralised team isn’t enough to fix systemic culture and employee experience challenges. It’s about embedding DEI into everyone’s role.”
But that is easier said than done. As Emilie pointed out: “When something becomes everyone’s role, does it risk becoming no one’s responsibility?” For a distributed DEI model to work, there have to be clear goals and measurable outcomes for both the business and the employee. Make DEI part of your business strategy and part of your employee targets, otherwise it risks becoming diluted to the point of ineffectiveness. A recent Forbes article highlighted how companies like Meta, Amazon, and McDonald’s tend to reduce DEI to surface-level marketing campaigns, rather than embedding it as a core cultural and organisational approach.
The metrics that matter: measuring DEI impact
One of the most spirited parts of our discussion centred around how organisations can measure the impact of DEI efforts. Cecilia Harvey from our audience contributed a sharp observation: “Change is meant to be difficult, but it has to be data-driven. You can’t expect one initiative to magic away your issues—it needs to be resilient and operational over time.”
Our response: “Organisations often rely on demographic data to measure DEI success, but that only scratches the surface. Real impact comes from understanding how inclusive cultures translate into business results—from employee retention to customer satisfaction and beyond.”
Our audience also challenged us to consider new ways of thinking about DEI metrics. For instance:
- Are former employees advocates for the company?
- Are diverse hires progressing and thriving in the organisation?
- How do inclusion efforts influence overall business performance?
Beyond lip service: embedding DEI into business strategy
We’ve already mentioned it once in this blog, but that’s because we really believe this. DEI is failing because it is seen as a “bolt-on” initiative rather than a core part of business strategy. We’ve seen it time and time again, where DEI programmes are expected to transform workplace culture with a minimal budget, pitiful support and unclear alignment to the rest of the business. Unsurprisingly, the results are underwhelming.
“DEI programmes often fail because they’re expected to magic away issues. Real change requires alignment with business goals and a willingness to put in the work.”
Jo, one of our viewers, added: “It’s not a cost; it’s an investment. You expect a return on investment when hiring people, so why should DEI be any different?”
The role of storytelling in driving DEI forward
We bang on about data a lot at Freeformers. But you can have the best data in the world, but it’s useless without a story. “Stories make the world go round. If you can tell a compelling story about the impact of DEI, people are far more likely to support it.”
This is where HR and DEI professionals often fall short. Many organisations do incredible work but struggle to communicate their impact effectively. To quote Toby, “The rest of the world won’t stop shouting about their achievements, so staying quiet with ‘dignity’ isn’t a strategy.”
Moving forward: DEI as a cultural imperative
As we wrapped up the session, one thing was clear: DEI cannot survive as a siloed function. It must be woven into the fabric of organisational culture and aligned with business objectives to drive meaningful change.
So, what’s the path forward? Here are a few takeaways for HR and people consultants:
- Make DEI everyone’s responsibility (but keep them accountable): Embed DEI into leadership goals, team KPIs, and individual responsibilities.
- Invest in measurement: Develop metrics that go beyond demographics to capture the lived experiences of employees and the impact on business performance.
- Tell better stories: Use data and narratives to communicate the value of DEI to stakeholders at all levels.
Join the conversation
We’re just getting started with Freeformers Unplugged, and we want to hear from you! What are your thoughts on Meta’s approach to DEI? How is your organisation tackling the challenge of embedding DEI into its culture?
Drop your comments or join us live next week as we tackle another hot topic in HR and organisational strategy. If you missed the stream, you can watch the full recording here.
Until next time, let’s keep pushing for change—one conversation at a time.