The global call for Diversity, Equity, and Inclusion (DEI) resonated powerfully across continents, and Africa was no exception. Companies made bold pledges, vowing to transform their workplaces. Yet, a reality check has emerged. Globally, DEI roles have seen significant cuts, and many initiatives have failed to deliver on their promise. This isn’t a sign to abandon DEI, but a crucial opportunity to refine our approach for lasting impact.
The initial focus often landed on identity-based hiring—a well-intentioned effort to correct underrepresentation through targeted recruitment. However, this strategy frequently resulted in superficial change. When hiring is solely about filling a quota, it risks reducing individuals to tokens, where their demographic defines their value more than their skills. This approach leaves DEI programs vulnerable to criticism, as they often fail to address the root causes of exclusion.
To build truly inclusive African enterprises, we must shift our energy from short-term optics to long-term, systemic transformation.
The Limits of a Checkbox Approach
Identity-based hiring operates on a flawed assumption: that changing the demographics of a workforce automatically changes the culture that excluded them in the first place. It’s a surface-level solution that ignores the deep-seated structures perpetuating inequality.
Imagine hiring a talented graduate from a underrepresented background but still requiring unpaid internships, using biased AI in recruitment, or valuing certain university degrees over demonstrable skills. The barriers that kept others out remain firmly in place. This not only undermines the new hire’s experience but can also foster division within existing teams. True inclusion isn’t about who is in the room; it’s about ensuring the room is designed for everyone to thrive.
Shifting the Focus: From Individuals to Systems
The sustainable path forward requires dismantling the barriers themselves. Systemic change focuses on creating fair access, psychological safety, and equitable opportunities for advancement. When you fix the system, diversity becomes a natural outcome.
Common systemic barriers in many contexts include:
-
Unpaid or low-paid internships: This automatically excludes brilliant minds who cannot afford to work for free.
-
Biased algorithms: Recruitment tools trained on non-diverse data can perpetuate historical prejudices.
-
Rigid credentialism: Requiring specific degrees can filter out candidates with invaluable lived experience and non-traditional learning paths.
-
Opaque promotion pathways: A lack of clear, objective criteria for advancement allows unconscious bias to flourish.
Building Equity: Practical Steps for African Businesses
Progress is measured not by headcounts, but by the removal of obstacles. Here’s how organizations can embed equity into their DNA:
-
Audit Your Pipeline: Don’t guess—analyze. Where in your recruitment process are underrepresented candidates dropping off? Is it the application, the first interview, or the final round? The data will show you where the barriers are.
-
Value Lived Experience: Formal qualifications are valuable, but they are not the only measure of potential. Actively recognise transferable skills, volunteer work, and unique perspectives that candidates bring.
-
Pay Your Interns: Champion equity from the very first rung of the ladder. Offering competitive pay for internships opens your doors to a vastly wider pool of talent.
-
Democratise Access: Create structured mentorship and sponsorship programs. These initiatives should intentionally connect high-potential talent from underrepresented groups with leaders who can advocate for their advancement.
-
Equip Your Leaders: Training must move beyond basic awareness. Equip hiring managers and team leaders with practical tools to run inclusive interviews, conduct unbiased performance reviews, and lead diverse teams effectively.
The Role of Leadership: Championing Change from the Top
For this systemic shift to work, it must be led from the top. Leadership commitment is the engine of sustainable DEI. This means:
-
Publicly championing the why behind systemic change.
-
Allocating dedicated resources (budget and personnel) to the effort.
-
Setting transparent, measurable goals and holding leaders accountable for progress.
-
Modelling inclusive behaviour and being open to feedback.
The Way Forward: Building for the Future
The current recalibration in DEI is not a failure; it’s an evolution. It’s a move from a narrow focus on hiring to a broader, more powerful commitment to building. The future of work in Africa belongs to organizations that understand this fundamental truth: Authentic equity isn’t about who you hire, but what you build. By designing our companies to be fundamentally fair, we won’t need to force diversity—we will naturally attract and retain it, unlocking innovation and success for all.
