Is it possible to embrace diversity, equity and inclusion (DE&I) as true drivers of innovation?
We are living through a moment of transition: can organizations truly transform, or are they still trapped in rhetoric? Can we overcome the barriers of conformity and embrace diversity, equity and inclusion as genuine levers for innovation? Today, HR is no longer just an administrator — it is a catalyst for change.
Here are the four bold insights that emerged during the roundtable “Diversity, Equity and Inclusion: organizational transformation or simple rhetoric?” as highlighted in Alessandro Gastaldi’s article for Sviluppo e Organizzazione.
1. A framework, not rhetoric
“A framework, not rhetoric” has been the backbone of Accenture’s transformation, as shared by Francesca Romana Rossi, Head of Human Resources at Accenture. A structured approach that embeds diversity as a driver of innovation. The gender equity goal (50/50 by 2025) is a commitment grounded in data, because inclusion must be planned and monitored.
2. A new organizational model
A new organizational model is what Aram Chantal Mbow emphasized: companies must be designed for sustainability and inclusion. Policies are not enough — environments, structures and processes need to be rethought. It is a cultural and operational revolution: wellbeing is not a luxury but the foundation for innovation.
3. A necessary balance between diversity and belonging
“Diversity and belonging — a necessary balance,” says Barbara Imperatori, Professor of Organizational Studies at Università Cattolica del Sacro Cuore. Diversity without belonging leads to chaos, while belonging alone risks creating conformity. HR must balance personalization and standardization to build a cultural identity that unites people and purpose.
4. Leadership as a catalyst for dialogue
“Leadership as a catalyst for dialogue” is the view of Giuseppina Cataldi, D&I Manager at Edison. Empathetic, visionary managers are key. Edison shows that inclusive organizations are born from cooperation among employees, institutions and the broader community, breaking down the barriers between company and society.
Many deeply meaningful topics were explored during the conversation.
The real challenge is moving beyond the status quo.
“Diversity is not a task to delegate, but a strategic choice to embody. It’s time for every level of the organization to commit to building authentic workplaces where everyone can contribute and grow.”
— Aram Chantal Mbow, Founder, Innovamey
Today more than ever, the question is not only what we can do to change, but who we want to become as an organization.
Does HR hold the answer? Let’s design it together.
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