Behind weekly DEI ANALYSIS

THE QUESTION

DEI may be losing its label. Are the problems underneath it going anywhere?

DEI is often treated as a corporate trend that may fade with changing political and cultural climates. But organizations still have to deal with differences in opportunity, expectations, identity and ways of working — whatever they choose to call it.

I created Weekly DEI Signals to look past the label and keep track of what is actually changing underneath it.

WHAT I DESIGNED

The challenge wasn't finding more information. It was deciding what was worth paying attention to.

Relevant signals can emerge from leadership decisions, workplace culture, regulation, technology, employee behaviour or corporate crises. A few similar headlines do not necessarily make a trend.

I designed the screening, selection and analytical framework to distinguish isolated stories from signals worth following, connect developments across contexts, and identify emerging themes that may matter inside organizations.

The questions behind that framework come directly from how I have worked across journalism, corporate life and communications:

Is this an isolated event or part of something larger?What does it mean when viewed from inside an organization?Who needs to pay attention — and why?

WHERE AI COMES IN

I then turned that framework into a recurring AI-enabled workflow.

MONITOR → SCREEN → SUMMARISE → CONNECT → SYNTHESISE → ANALYSE

The system continuously follows the defined field, processes new information against the framework and produces a structured analysis on a regular basis.

The interesting part for me is not whether AI can perform each task individually. It is whether professional judgement can be translated into a framework that AI can execute repeatedly.

THE OUTPUT

Weekly DEI Signals looks for the organizational changes behind the headlines:

What appears to be changing?Why might it matter to an organization?What might we need to think about next?

The reports are written for a broad professional audience rather than DEI or HR specialists. Recent editions, for example, have connected developments in leadership, employee engagement, workplace fairness and corporate communications around a broader shift from performative culture towards culture as an operational issue.

I deliberately leave the output largely as the system produces it. The project tests the framework and the workflow, not my ability to rewrite AI-generated text.

AI ANALYSIS / MY ANALYSIS

I keep two forms of analysis separate.

Weekly DEI Signals uses the recurring system I designed to monitor and analyse a broad field.

My Analysis is where I pursue questions, contradictions and cultural assumptions that I choose to investigate and write about myself.

One shows how I use AI. The other shows how I think.

Read Weekly DEI Signals →Explore My Analysis

POWER IN NUMBERS

RECURRING

Automated research workflow

FRAMEWORK-LED

Defined screening and selection criteria

MINIMAL EDITING

Output published largely as generated