Are DE&I Policies Being Rolled Back?

In recent months, some well-known organisations have announced they are modifying or ending their DE&I policies, such as no longer tying executive incentives to DE&I, stopping their participation in external social or cultural awareness events or ending their diversity hiring policies.

The latest annual Hays Diversity, Equity and Inclusion report takes a closer look at the current landscape of DE&I across Ireland, exploring the different challenges organisations are facing, as well as the progress they have made over the last 12 months. Our research shows that half of Irish organisations do not have a dedicated DE&I resource. Of these, almost 6 in 10 don’t plan on hiring or working with an external DE&I resource in the next year.

There are many nuanced reasons for organisations to take steps to reduce the focus on their DE&I policies or to not invest in a dedicated resource, such as perceived legal risks, fear of public backlash or financial reasons. However, rolling back on DE&I in the workplace carries its own set of risks when it comes to hiring. For example, our latest research shows that 63% of professionals actively look for an organisation’s DE&I policy when researching a potential employer, and those with a non-white heritage are more likely to search for this information (87%).

Read on to discover the best practices to engage your entire workforce when it comes to DE&I, what areas are currently lacking and more.

Challenges facing DE&I initiatives

Recruiting and retaining talent are big priorities for organisations – the 2025 Hays Ireland Salary & Recruiting Trends Guide shows that over 60% of employers identify these as their biggest expected challenges for the year ahead. However, there are many factors related to DE&I which can negatively impact your ability to hire and keep employees.

Unconscious bias is one barrier to being able to hire from the broadest pool of talent possible. This bias affects us all and can have a detrimental effect on recruiting a diverse workforce. Our research shows that 53% of professionals believe their chances of being selected for a job have been lowered in the past because of identifying characteristics such as age, gender, ethnicity, or disability, increasing from 44% who said the same in 2019. A further 48% of respondents feel that leaders in their organisation have a bias towards selecting and hiring people who look, think, or act like them.

Having around half of professionals believing their identifying characteristics are holding them back from career opportunities can lead to a negative viewpoint of an organisation and overall disengagement.

Failing to present an authentic view of your organisation’s culture can also negatively impact your ability to hire and retain a diverse workforce. Over half (61%) of employees told us they feel they have been misled in the representation of company culture by an interviewer. Furthermore, more than half (57%) of respondents say they have resigned from a job because of a bad cultural fit, highlighting the need to communicate an accurate view of what it’s like to work for your organisation to retain a diverse workforce.

The positive influence of DE&I in the workplace

DE&I initiatives have a profound impact on company culture, as a diverse workforce brings a variety of perspectives and experiences, fostering a more inclusive and respectful environment.

According to our research, 72% of respondents believe that greater diversity and inclusion positively impacts company culture. When employees feel valued and included, they are more likely to be engaged and committed to their work.

Appealing to different working styles is another way to help bolster your workforce, with our findings showing that 85% of respondents feel that flexible working arrangements have had a positive impact on creating a more diverse and inclusive workplace.

DE&I practices also have significant benefits for employee morale and retention. Our research reveals that 36% of respondents see benefits in staff morale due to DE&I practices, and a further 79% of respondents believe positive employee wellbeing is linked to DE&I in the workplace. In addition, 32% think workplace diversity and inclusion results in the recruitment of the best talent.

Tips to make your organisation more diverse and inclusive

Despite media reports that some organisations are choosing to rein in some of their DE&I initiatives, our 2024 DE&I report shows some significant progress has been made. For example, 73% of professionals believe their organisation proactively attracts more diverse talent, up from 59% in 2019. Furthermore, 69% of professionals believe their organisation proactively retains more diverse talent, up from 53% in 2019.

With this in mind, what steps can your organisation take to build a more diverse and inclusive workplace?

1. Consider implementing anonymised recruitment: Anonymised recruitment involves removing identifying criteria from CVs, application forms and shortlists to help reduce the impact of unconscious bias and can have a real impact on the confidence of applicants. For example, 57% of respondents feel knowing that an employer uses anonymised recruitment in their selection process would give them more confidence they’d be fairly considered for a role. This increases to 70% for those who are neurodiverse.
2. Take further steps to mitigate bias in the hiring process: To reduce bias when recruiting, 76% of organisations currently use a structured interview process, up from 68% in 2019, and 60% of organisations provide unconscious bias training to hiring managers and interviewers, up from 33% in 2019. Other steps you can take include making sure interview panels are diverse and involving a range of diverse stakeholders when reviewing CVs and applications. These practices help to ensure that all candidates are evaluated fairly and that unconscious biases are minimised.
3. Get leadership buy-in: The role leadership plays in helping engage the workforce towards DE&I initiatives cannot be understated – demonstrable commitment from leadership was identified by employees as the most important factor for the future success of DE&I according to our research. Leaders play a key role in actively promoting and supporting DE&I initiatives, clearly communicating their importance, and leading by example to create a truly inclusive workplace. Positively, our findings show that 80% of employees say that C-suite leaders in their organisation are supportive of DE&I initiatives, with 63% believing this has improved over the last five years.
4. Engage your entire workforce: The term ‘silent majority’ refers to an unspecified large group of people who do not express their opinions publicly. In relation to DE&I, this can refer to individuals who perhaps feel that DE&I initiatives do not apply to them or benefit them, and so they are less likely to engage with them. When creating and implementing best practices towards diversity in the workplace, it’s critical to engage with the silent majority too, as ignoring them can lead to workplace friction and some feeling less valued than others in their roles. Ensuring all voices are heard is key, whilst still maintaining an open and inclusive organisation.

DE&I initiatives are essential for creating a positive and inclusive workplace culture, driving innovation and creativity, and improving employee morale and retention. Despite the challenges workplaces currently face, organisations can overcome these obstacles by implementing inclusive practices and ensuring strong leadership support.

By continuing to prioritise DE&I, organisations can create a more inclusive and supportive environment for all employees, leading to greater overall success.

For more insights and help bolstering your DE&I efforts, get in touch with your local Hays office.