If you’ve ever sat in on a meeting where someone says, “We care deeply about diversity,” and then watches everyone nod in agreement before moving on to Q2 sales targets — you’ve seen the problem up close.

We say all the right things: inclusion, equity, representation.

We put those words on our career pages, our email signatures, even in our job descriptions.

But when it comes to the hard part — tracking what actually changes?

Holding people responsible for whether those goals get met? Crickets.

That’s the issue. Your DEI goals are just hopes and dreams until they’re tied to real accountability.

And I don’t mean vague check-ins once a year – I mean daily, trackable, tied-to-performance accountability.

Let’s talk about what’s broken — and how to fix it.

The Diversity Theater Most Startups Are Guilty Of

I’ve worked with Indian startups where the founders genuinely want to “do better.”

They’ll say things like :

“We’re open to hirin

g more women — if they apply.”
“We’re totally inclusive — but we can’t compromise on culture fit.”
“We promote on merit. Diversity happens naturally if people perform.”

Sound familiar?

Here’s the thing : good intentions don’t move needles. Systems do.

If no one is measuring the diversity of your funnel, or who’s leaving the company, or how many people are getting promoted across different demographics – then your DEI plan is just a poster on the wall.

Why DEI Efforts Fall Flat Without Accountability

Let’s break it down :

1. No one owns the goal

It’s everyone’s responsibility = it’s no one’s responsibility.

Until someone’s name is next to the DEI metric, it will never be a priority.

2. HR is told to “drive it” – without any power

We get asked to make things inclusive, but can’t change compensation bands, reporting structures, or hiring authority.

That’s like asking someone to fix a sinking boat with a bucket.

3. DEI is seen as “extra” work

There’s this idea that DEI is a side project – something you do after real business stuff.

But when the numbers are clear that diverse teams perform better, innovate more, and retain longer – this isn’t extra. It’s foundational.

A Personal Example – And a Hard Lesson

A couple of years ago, I was working with a tech firm that proudly said they had “30% women in leadership.” Impressive, right?

Except… two of them had been added to the leadership WhatsApp group two days before the HR audit.

They weren’t actually leading anything. Just there as a number.

That moment stuck with me. Because it’s one thing to lack diversity.

But to fake it for appearances? That’s worse.

The founders weren’t evil — they just didn’t realize what real DEI looks like.

They didn’t know how to build it, and they didn’t want to admit that.

Here’s How to Actually Fix This

Alright, let’s get to the solutions.

These aren’t magic bullets. But they’re real.

And they work when taken seriously.

1. Tie DEI Metrics to Leadership Appraisals

Founders and CXOs should have diversity goals tied to their annual bonuses.

Brutal? Maybe. But suddenly, hiring managers start looking at underrepresented talent more seriously when it affects their pay.

2. Track the Funnel – Not Just Final Numbers

You can’t improve what you don’t measure. How many women, trans folks, neurodiverse candidates, etc. are making it through your process? If 80% drop off after the first round, you don’t have a pipeline problem — you have a process problem.

3. Move Beyond “Culture Fit”

That phrase is often a cover for hiring people who act and talk like you. Instead, look for “culture add.” Ask: what does this person bring that we don’t have yet?

4. Use Third-Party Audits

Sometimes internal HR teams just don’t have the clout to challenge the status quo. That’s okay. Bring in external experts. Let them poke holes. Get uncomfortable. That’s where the work begins.

5. Make Inclusion Part of the Daily Job – Not a One-Off Workshop

One diversity training won’t fix 20 years of bias. Build inclusive behavior into your onboarding, your performance reviews, your team meetings. Normalize feedback like “That phrasing felt off,” or “Let’s slow down and consider different voices in the room.”

Final Thoughts : DEI Isn’t a Checkbox – It’s a Commitment

If you’re a recruiter, an HRBP, a founder, or just someone trying to make your workplace better – I get how overwhelming this can feel.

But remember : DEI isn’t about being perfect. It’s about being real.

It’s about owning the gaps. Saying, “We messed this up.” Saying, “We’re not diverse right now – and here’s what we’re doing about it.”

Accountability isn’t about blame. It’s about progress.

So go ahead. Pull out those DEI goals from last quarter. Ask:

• Who owns this?
• How are we measuring it?
• What’s actually changed?

If the answer is “not much” — it’s not too late. But it’s time to start.

💬 Ready to make DEI real in your recruitment strategy?

Stop waiting for the perfect policy. Start by being honest, consistent, and accountable. That’s where real inclusion begins.