Why have we turned back the clock on diversity?

New research from the Recruitment and Employment Confederation offers a sobering reminder of how far we still need to go in the journey toward truly inclusive workplaces.

Its report highlights a significant decline in the number of employers adopting best practices in diversity and inclusion when it comes to recruitment, begging the question: “Have we lost focus on the importance of inclusive hiring?”

Key findings include:-

·???????? 55% of employers surveyed do not specifically state an interest in diverse candidates in job adverts, up from 49% in 2023.

·???????? 44% do not use wording specifically designed to be inclusive in job adverts, compared to 28% last year.

·???????? 62% do not use diverse interview panels – up from 56% last year.

For anyone committed to creating more equitable workplaces, these statistics should serve as a call to action.

It’s well-established that fostering a diverse workforce leads to better business outcomes. Multiple studies have demonstrated that companies prioritising diversity see enhanced creativity, higher performance, improved decision-making, and a greater ability to attract top talent. Diversity has been proven to be not just a ‘nice to have’ - it is a strategic imperative that gives businesses a competitive edge.

The Covid pandemic initially created a sense of urgency around EDI, as employers navigated new ways of working and sought to address widening inequalities exposed by the crisis. In that moment, there was optimism that inclusion would remain high on the agenda. However, the latest data suggests otherwise. It appears that as economic pressures mount and priorities shift, EDI efforts are being quietly sidelined.

The recent dip in inclusive hiring practices suggests that EDI is no longer viewed as the business-critical issue it once was. But why is this happening?

One possible explanation is the current economic climate. With growing financial pressures, organisations are laser-focused on efficiency, operational speed and cost-cutting, often at the expense of long-term strategic goals like diversity.

This raises an uncomfortable question: Are we losing focus on the very principles that make our workplaces better for everyone? The answer is yes. When diversity and inclusion slip down the priority list, it’s not just a setback for those from under-represented groups—it’s a setback for the organisation as a whole. It also begs the question, how genuine were organisations about it in the first place?

As the REC’s chief executive Neil Carberry says: “This survey suggests that many employers still think of inclusive hiring as something to do in the better times – rather than a fundamental to being able to hire well in the mid-2020s. With productivity and engagement critical to innovation and growth, a new approach is necessary.”

At a recent diversity event, one of my colleagues noted that many round table conversations still focused on how to get leaders to take diversity and inclusion seriously. But reinvigorating our commitment to EDI is not just about ticking boxes - it’s about building strong, resilient organisations that thrive in an increasingly complex and interconnected world.

Employers must see inclusive hiring not as an inconvenience, but as a necessary strategy for the future. This starts by embedding EDI best practices into every stage of the recruitment process—from job postings to final interviews. And then within the workplace culture itself. Learning, engagement and accountability are essential, and businesses must hold themselves responsible for creating inclusive environments where all employees can thrive.

The drop in EDI best practice highlighted by the REC should serve as a wake-up call. Now more than ever, we must ask ourselves if we are doing enough to ensure our workplaces are truly inclusive. Have we lost focus, or can we recommit to building diverse and equitable teams? The future of work depends on the answer.