The need for empathy is central to working on diversity, equity, and inclusion. Which is why it’s so troubling that in our work, we all see a lack of empathy from many people. We share comments with each other of the things people say to us, and we sigh, and say this is why we do this work. We see this lack of empathy so often that we can clearly identify this lack of empathy as the crisis stalling progress on inclusion.
So what do we see?
Well it’s comments like….
‘Diversity and inclusion? Aren’t we over all that now?‘
‘I don’t have any issues, I just walk in and own the room‘
‘Isn’t this just woke nonsense, everything is fine‘
‘Women in business? No I don’t see that as a priority to work on’
‘I just hire the best person for the job’
I could go on, as we hear so many comments like these. What the people saying these things are not aware of, is the experience for other people in the world. They are speaking from their positions of privilege where they do not experience discrimination or anything that holds them back. Or if they do, it doesn’t hold them back enough or cause them enough upset for them to see it as a problem. For so many other people, the world is experienced in very different ways.
Our favourite is perhaps the ‘we just hire the best person for the job‘ comment. Usually said by those who employ very similar people who are like them. They cannot see that this comment shows what they actually think about people who are different to them. That they are lesser, that they are not the best person for the job according to them.
This all points to a growing disconnect between people’s ability to empathise with those who have different experiences, backgrounds, or perspectives. With divisions widening in our world, this leads to misunderstandings, resistance to change and ultimately this stalls progress on inclusion.
Empathy, the ability to understand and share the feelings of another person, is essential for creating inclusive environments. It’s about more than feeling sorry for someone. It means being open to difficult conversations. It means feeling uncomfortable yourself. It’s about acknowledging how other people experience the world.
The facts
Whether people know this or not, or perhaps they do, and choose to ignore it, there are people in the world who experience discrimination. So let’s look at just some of the facts….
- 54,000 women a year in the UK lose their jobs through maternity discrimination
- The gender pay gap in the UK is 14.5%
- 120,000 people quit their jobs due to racism they experienced
- 1 in 5 over 55s experience workplace discrimination
- Only 8% of employers employ someone with a disability
- In a typical company in the UK, 38% of decisions are made by all-male teams
These are just some of the facts. There are many more detailed in our book The Inclusion Journey which is packed full of case studies, stories and research.
How Does This Cause the Crisis in Inclusion?
There is a lot of evidence that shows the inequalities in our world. There’s research, evidence, data and so many stories. Yet we still see and hear these comments from people and behaviours that show they can’t empathise. This is why we always talk about the benefits of inclusion. We show people why this matters to them. For many people, they have to see a direct impact on them to be able to think it’s a priority.
We have written a blog about that too! Here’s a link to the evidence for the value of inclusion (plenty of this in our book too!)
So how does this lack of empathy cause the crisis in inclusion work? What we see is:
Surface-Level Engagement
People do not engage fully and see this as work they can either ignore or treat it as a ‘tick box’ exercise. Without empathy, the work becomes transactional rather than transformative. Employees might attend mandatory training sessions and check the boxes, but if they can’t understand the real struggles or emotions of marginalised groups, the impact remains limited. It becomes a case of compliance without genuine connection.
Resistance to Change
When empathy is missing, people are less likely to support initiatives that push for social change, especially if they feel it challenges their own comfort or status. People will feel defensive. Take, for example, the backlash against gender-neutral policies or affirmative action. For some, these changes feel threatening because they don’t understand the lived experiences of those who benefit from them. This resistance can halt meaningful progress in the pursuit of inclusion. Empathy, in contrast, allows people to see beyond their own circumstances and recognise the importance of this work for wellbeing, and also for success of the organisation.
Marginalisation of Voices
In any conversation about inclusion, it’s crucial to amplify marginalised voices. But without empathy, those in power or the majority often dominate the conversation, deciding what’s best for others based on their own perspectives. This pushes people even further into the margins, instead of policies and processes helping people. Empathy, by contrast, helps people to listen to others without imposing their own biases, helping to create spaces where everyone feels heard and valued.
Addressing The Empathy Deficit
Addressing the empathy crisis is essential for moving inclusion efforts forward. This requires a shift in how we approach conversations. Rather than seeing these discussions as contentious or uncomfortable, we need to approach it with with openness and a willingness to listen.
Education plays a key role here. Encouraging people to engage with diverse perspectives helps. Encouraging people to listen to each other, read books, storytelling, or facilitated discussions, these can all help break down stereotypes and create greater understanding. In workplaces, leaders should prioritise empathy as a core skill for managers and executives, ensuring that inclusion is not just a policy but a practiced value. These are not ‘nice-to-have’ skills. These are the essentials to create a positive and inclusive culture.
Ultimately, inclusion cannot succeed without empathy. To create truly inclusive spaces, we must bridge the empathy gap and create a deeper understanding of each other’s experiences. Only then can we make real, sustainable progress toward a more inclusive world
Header image credit – Joshua Egundebi
