Diversity, Equity, Inclusion, and Belonging (DEIB) in the workplace is overdue for a rethink. Artificial Intelligence (AI) is rewriting the rules faster than we can understand them, hybrid work keeps us glued to screens no matter where we are, and trust feels like it’s hanging by a thread. The truth is, we’re not just dealing with challenges; we’re at a crossroads. If we’re going to make work, well, work, we need to stop chasing quick fixes and start asking bold, groundbreaking questions. 

Last month, during a roundtable with workplace and diversity experts, someone raised their hand and asked a question that landed like a lightning bolt: “Why does it feel like we’re all working harder, but nothing’s actually getting better?” 

It wasn’t awkward silence that followed. It was the kind of silence where everyone was mentally fist-bumping the person for saying what we’ve all been thinking. Between endless meetings that feel like glorified email recaps, hybrid work keeping us tethered to screens, and AI rewriting job descriptions faster than we can rewrite résumés, the workplace feels like it’s sprinting on a hamster wheel. 

Here’s the thing: Maybe we’re not stuck because we’re working too hard. Maybe we’re stuck because we’re solving the wrong problems. What if, instead of quick fixes, we started asking bigger, better questions? Let’s dive into a few to get us started. 

1. How Do We Build Trust in an Era of Polarization?

Polarization is like glitter—it’s everywhere, impossible to ignore, and no one knows how to get rid of it. According to Coqual’s recent 2024 DEIB Pulse Survey, 48% of employees report experiencing resistance to DEIB initiatives, often labeled as “DEIB fatigue.” What systems can we create to rebuild trust? 

One of our global task force companies found themselves stuck in polite silence after workplace debates got heated. Employees stopped speaking up, and managers stopped asking questions. Their solution? Structured, small group listening conversations pairing employees from different teams and regions. The goal wasn’t agreement—it was understanding. Slowly but surely, the culture shifted from avoidance to openness. Trust isn’t about everyone getting along perfectly; it’s about making space for the tough conversations we’ve been avoiding. 

2. How Do We Lead as AI Is Reshaping Work?

AI is the coworker no one asked for, but now we’re all stuck with. It’s great at streamlining tasks and generating ideas, but it’s also making people nervous about bias, inequality, and whether their jobs are next. Coqual’s same DEIB Pulse Survey finds only 17% of organizations report leveraging AI for DEIB goals, and many leaders worry it will perpetuate inequalities rather than fix them. Who’s designing the systems shaping the future of work? 

One forward-thinking task force member organization launched an “AI Ethics Council” (yes, that’s a real thing) with technologists, ethicists, and business leads. Every algorithm was audited for bias and aligned with the company’s values. AI isn’t just a shiny new tool—it’s a mirror. If we don’t like what we see, it’s time to invite more voices into the room.  

3. What Does True Belonging Look Like?

“Belonging” is the gym membership of the workplace—everyone claims they have it, but too few are showing up and doing the work. According to Coqual’s 2024 DEIB Pulse Survey, 83% of employees believe a sense of belonging positively impacts their performance. But belonging scores are still lagging. Are we confusing visibility with belonging? 

At Coqual’s Annual Summit this past November, a panelist from the Middle East and North Africa (MENA) breakout session shared a story that stuck with me. They were celebrated as a “diversity win” but excluded from strategy meetings. Belonging isn’t just being in the room—it’s having a voice that matters. Are we building workplaces where engagement isn’t just encouraged but expected? 

4. How Do We Redefine Leadership for the Future?

Leadership used to mean climbing ladders. Now, it’s about navigating mazes—with shifting walls, no map, and an audience of skeptics. According to Coqual, leaders who prioritize inclusion report better team adaptability and resilience, with 84% noting positive outcomes. Leadership isn’t about perfection; it’s about curiosity, building psychological safety, and ensuring every voice is heard and valued. How do we prepare leaders for this moment—and the next one? 

One of our task force healthcare organizations leaned into this challenge. Instead of clinging to old-school hierarchies, they paired seasoned leaders with younger employees eager to modernize processes. The result? A workplace where innovation and experience didn’t just coexist—they thrived. Leadership today isn’t about control; it’s about creating space for better ideas. 

5. What Does Belonging Look Like in a Hybrid World?

Here’s a thought: Hybrid work isn’t the problem. The real issue? We’re still trying to connect like it’s 2015, ignoring that the workplace has gone global. While 78% of leaders in Coqual’s Pulse Survey say diversity improves customer connection, hybrid structures often miss the mark in fostering inclusion. How do we redefine connection to include everyone, everywhere? 

One company we worked with completely reimagined onboarding. They paired new hires with mentors who focused on professional and social integration (yes, even over Zoom). They also embraced asynchronous tools to ensure quieter voices weren’t drowned out by the loudest ones. Belonging isn’t about proximity—it’s about ensuring everyone feels like they’re part of the team, no matter where they log in from. 

What’s Next? 

At Coqual, we’re not just raising these questions—we’re convening our global task force and other industry experts to find the answers. Here are their recommendations: 

• Make Inclusion Intentional. Turn inclusion from a feel-good value into measurable outcomes (because “hope” isn’t a strategy). 

• Lead in the Age of AI. Build tools to ensure AI systems reflect the diversity of the people they impact. 

• Redefine Leadership. Equip leaders to navigate complexity with clarity, empathy, and systems thinking. 

• Measure Belonging Differently. Explore how belonging fuels innovation, engagement, and resilience (spoiler: it does). 

When I first stepped into DEIB work years ago, two out of three mentors told me not to. “It’s a career dead-end,” they said. But here’s what they didn’t see: this work isn’t about fixing what’s broken—it’s about asking the questions that push us towards growth and innovation. The questions that force us to rethink what’s possible and inspire us to build something better. It’s about daring to move from spinning on the hamster wheel to running toward a workplace that works for everyone. 

And now, I want to leave you with this: What questions are you asking? Are they big enough to stretch your thinking? Are they bold enough to shape the future of your workplace? Because the future won’t just happen to us—it will be shaped by the questions we ask and the actions we take. So, let’s stop waiting, start asking, and get ready to build a future that doesn’t just work—but works for everyone.