Across social platforms and public discourse, we increasingly hear prejudiced statements defended as “just being honest.” But this kind of “honesty” often masks vileness, racism, xenophobia, and transphobia, cloaked in the language of free speech. It reflects deep societal anxieties, but also risks eroding the foundations of an inclusive and just society. In this article Lubna Haq asks whether the anti-wokeism and anti-diversity rhetoric is closing the door on progress.
The rise of harmful “Honesty”.
Our society has become increasingly lazy about fact-checking and more easily seduced by sound bites than by reality. In the UK, hostile rhetoric about migrants and minorities has become increasingly normalised in political and media spaces. During the Brexit campaign, for example, immigrants were scapegoated for issues like housing shortages and NHS strain. These are complex challenges rooted more in austerity, privatisation, and chronic underinvestment. These oversimplified narratives misdirect public frustration away from systemic causes and toward vulnerable communities.
As Guardian columnist Nesrine Malik notes, “Freedom of speech has morphed into a right to offend without consequence, and political incorrectness is treated as bravery.” This shift emboldens those with extreme views and further marginalises groups already facing structural barriers.
The US parallel
These cultural shifts are not unique to the UK. In the US, DEI programs face attacks, particularly from right-wing commentators and lawmakers. States like Florida have moved to defund university DEI offices, and Supreme Court rulings are reshaping affirmative action. These moves are often justified using the same rhetoric of “equality of opportunity” while ignoring the inequality of starting points.
In both countries, DEI isn’t failing. It is being sabotaged by those uncomfortable with what equity demands of power structures.
Trans rights and the culture war
The transgender rights debate highlights how equality issues are increasingly distorted. Instead of focusing on dignity and inclusion, the conversation is often hijacked by fearmongering, misrepresenting a small and vulnerable group as threats, particularly to women and children. The UK Supreme Court’s recent ruling that the term “woman” in the Equality Act refers to “biological sex” has only deepened public confusion. But this isn’t just about trans rights; it’s about the integrity of rights for all. When one group’s dignity is treated as debatable, the foundations of equality are weakened for everyone.
The problem with denying racism
Misunderstanding of privilege is becoming increasingly common. Privilege does not mean your life is easy or without hardship; it means your identity and lived experiences aren’t the reason for additional barriers. Disadvantage in one area of life doesn’t erase structural advantage in another. Facing job loss or economic difficulty is real and must be addressed, but that doesn’t mean society has suddenly become unfair to white men.
This confusion can drown out the voices of those genuinely affected by exclusion and injustice. Compounding the issue is the growing number of high-profile BME politicians, such as Kemi Badenoch and Suella Braverman, who claim that institutional racism is a myth. When people in power deny systemic discrimination, they delegitimise the lived experiences of millions. The 2023 Baroness Casey Review found institutional racism, misogyny, and homophobia entrenched in the Metropolitan Police. Denial of these realities creates a chilling effect. If leaders won’t acknowledge racism, how can institutions be expected to tackle it?
Impacts on Public Services
The ripple effects of these narratives are clear in public services. In health, education, and policing, inequality remains entrenched. Black women are still four times more likely to die during childbirth. Black children are disproportionately excluded from schools. Trans people face years-long waiting lists for gender-affirming care.
If governments and institutions deny systemic bias, they fail to make the reforms that could save lives. This denial doesn’t just affect minorities. It damages the effectiveness and fairness of public services for everyone.
Why organisations must stay the DEI course
“As an Asian woman working in DEI for over 30 years, I now, for the first time living in the UK, feel fearful when walking in some areas. The atmosphere has changed. There is a growing boldness in how some people express hostility, and it feels less safe to be visibly different, to advocate for inclusion, or even just to exist as someone who champions equality.” – Lubna Haq
In this context, it is more critical than ever that organisations hold on to diversity, equity and inclusion principles. DEI isn’t just about ticking boxes. It improves innovation, morale, and performance. Research from McKinsey shows that companies in the top quartile for ethnic and gender diversity outperform their peers financially.
Personal stories show the difference DEI can make. Nadia, a senior manager in a tech company, shared how a mentoring programme specifically for women of colour gave her confidence and career progression she previously thought impossible. “Without it, I would have kept my head down and eventually burnt out,” she said.
Despite political backlash, organisations must show leadership. The moral, social, and economic case for DEI is overwhelming. The cost of retreating is far higher than the cost of investing.
Building back empathy and truth
We must ask: Is “honesty” really honest if it erases the humanity of others? Are we willing to sacrifice truth for the comfort of a simpler narrative?
A better society requires more than pointing fingers. It demands that we listen to lived experience, invest in public services, and commit to DEI. The future of our shared society depends on it.
What we can all do?
- Make DEI a core leadership responsibility, not just an HR function.
- Embed DEI into all practices and carry out regular DEI audits to identify disparities and take concrete steps to address them.
- Protect and support staff who champion inclusion, especially when they face backlash.
Real change starts with everyday action. In our homes, workplaces, and communities, we each have a role to play in shaping a society that values every voice and protects every person.
To learn more about how your organisation can implement DEI initiatives, or evaluate where you are now, try our DEI Rapid Audit Diagnostic