The virtue of patience, and why there is no such thing as a diversity “gap”

DEI is a controversial topic right now. But, whatever your point of view, one undeniable fact is that it takes time for things to change. Yet we have noticed that the way we talk about diversity suggests we might not fully appreciate this. 

When we talk about diversity, equity and inclusion (DEI), the conversation often centres on the “diversity gap” – a phrase that we use to describe the measurable difference between where we are and where we should be. But what if that framing is misleading?

If we describe a lack of diversity in leadership, for example, as a “gap”, it may be seen as a failure of the present. The gap is here and now: we can see it. Companies may ask: What’s wrong with our hiring process? Are we not inclusive enough today? What can we do now to change it? But this assumes that diversity gaps are the result of current attitudes and policies. In reality, what we see today is the delayed consequence of decisions made decades ago.

In the early 2000s, there were fewer women or people from underrepresented racial backgrounds in executive positions than there are now. Hiring pipelines at the time reflected those biases – whether consciously or not. Fast-forward twenty years, and leadership teams still lack diversity, not because today’s hiring managers are actively excluding people, but because the pool of candidates they inherited was shaped by past inequalities.

You’re looking for someone with 20+ years’ experience in a certain field, with a track record of success in senior roles. To have that experience, a candidate must have been given those breaks twenty years ago. Your hiring decision today is effectively guided by hiring decisions of the past.

This is why we need to think in terms of a diversity “lag” rather than a “gap”. It’s something that changes slowly over time. The DEI movement is a supertanker gradually changing course. Employment policies may have started to become more equitable some time ago, but those shifts are only now starting to affect leadership demographics. The supertanker is gradually turning and the danger is in thinking we’ve done enough and letting go of the wheel.

For global mobility professionals, destination service providers, and business leaders, this means actively course-correcting rather than waiting for diversity to catch up, ie:

• Investing in long-term talent pipelines – mentorship, scholarships, and hiring programmes that create real opportunities.
• Measuring impact over decades, not just years, recognising that slow progress doesn’t mean failure.
• Staying engaged in DEI conversations, ensuring that today’s inclusive policies translate into real diversity 20 years from now.

The reality is simple: if we want an inclusive workforce in 2045, we need to be making decisions right now to shape it. If we let go of the tiller, the ship will drift along the course set by past inequalities.

DEI is not just a hot topic right now – it is a loaded term. In some circles, a dirty word. But since FIDI is inherently a very diverse organisation, serving and representing members of all kinds around the world, diversity, equity, and inclusion are issues that we need to address thoughtfully. 

Many members aim to be as inclusive as possible in their hiring because they believe that giving equal opportunities to all makes good business sense, because more open-minded employment policies give them access to more talent. But we all operate in a world where that is not the only opinion: others may prefer not to invest in DEI, believing that the money could be better spent elsewhere in the short term.

But a commentary on how diversity issues are handled should not be seen as a political statement or a recommendation of DEI, per se. It is up to organisations and governments to make up their minds. And we are simply suggesting that those who are investing their time and effort to promote diversity, equality and inclusivity will need patience. 

If you accept that change is necessary, you also have to accept that change takes time. Talking about a diversity “gap” puts the emphasis on the current gulf that persists. Thinking about the diversity “lag”, and taking a long-term view is, perhaps a more realistic way to create change.