Should organisations be explicit and shift from using the term DEI and actually use the words intentionally?

This question is really around words, I suppose. Naming the group that you're trying to assist.

Yeah, I think it's always good to be explicit as part of your . . . Sometimes you'll see companies will set out their position very clearly. They'll have a motto in the window, or they'll have some sort of identification of what it is that they do and who they are, or on their websites. And I think that it is important to do that.

If you think back to "we are an equal opportunities employer", that was always . . . Every time you saw a job advert or you were looking at jobs, that was the point that . . . Employers were putting that out there to say, "We are an equal opportunities employer". And this is much the same, only it's got a bit more advanced.

So equal opportunities, diversity, equity, and inclusion, whatever you want to call it, but I don't think that it does any harm, and I think it lets people know who you are.

And for you attracting the right people into your organisation and for you getting the people that you want as well into your organisation, I think it's always best to be open and transparent about that.