The success of our D&I strategies and implementation is currently assessed on how many non-white non-males appear at the boardroom table. As previously stated, D&I initiatives receive shareholder and C-suite support largely when they can be shown to drive corporate profit and growth rather than public or environmental good. When Brahm Norwich University of Exeter University commented that "commitment to inclusion implies a commitment to meeting the needs of a minority" he was probably not thinking of shareholders as that minority, but sadly it is shareholders that seem to receive most attention when it comes to D&I policies.

If D&I is not to be de-coupled from the greater issue of environmental sustainability and public good, then we need to begin to see it as an opportunity to create systemic change, rather than making the status quo more colourful.