Despite rollbacks in the United States, there is general support in the UK for workplace diversity, equity and inclusion (DEI) initiatives – although with clear gender-based differences in opinion, according to research.
The findings indicate men are far more likely than women to believe DEI initiatives have “gone too far”, and more inclined to approve of international efforts to roll back DEI policies.
The survey, conducted by global market research and public opinion specialist firm Ipsos, found that while support remains strong for individual DEI measures, broader perceptions about the direction and extent of DEI efforts reveal deep divisions by gender, age and ethnicity.
Overall, 36 percent of the public think DEI initiatives in UK workplaces have gone too far. However, 43 percent of men believe this to be the case, compared with 29 percent of women. A smaller proportion, 19 percent, say initiatives have not gone far enough, while 31 percent feel the current level of effort is “about right”.
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These divisions are also reflected in views on external developments, such as former US President Donald Trump’s actions to curb DEI programmes in the United States. While 38 percent of the UK public disapprove of his approach, approval is more than twice as high among men (37%) as among women (17%).
Differences extend to perceptions of DEI progress
Support for specific DEI measures remains strong, particularly among women. Flexible working arrangements receive backing from 71 percent of respondents, gender pay gap reporting from 65 percent and inclusivity training from 64 percent. A majority also supports blind recruitment (61%) and employee networks for underrepresented groups (55%).
Initiatives with more targeted approaches receive slightly lower backing. Targeting job adverts to increase diversity is supported by 44 percent, while 43 percent are in favour of setting targets to diversify recruitment and promotions. Across these measures, support typically outweighs opposition by around two to one.
Awareness of DEI programmes is also high, with 64 percent of the public reporting some level of knowledge. This rises to 74 percent among adults aged 16 to 34, and 70 percent among respondents from ethnic minority backgrounds, compared with 63 percent among white respondents.
Age plays a further role in shaping attitudes. Among those aged 55 to 75, nearly half (47%) believe DEI initiatives have gone too far, compared with just 23 percent of 16 to 34-year-olds. Similarly, 38 percent of people from white backgrounds hold this view, compared to 23 percent from minority ethnic backgrounds.
Diverging views and legal obligations
Rachel Ormston, Research Director at Ipsos, commented on the variation in opinion, saying, “Men, those over 55, and those from white ethnic backgrounds are notably more likely to believe efforts to promote DEI in the workplace have gone too far, while women, younger people and those from minority ethnic backgrounds are more likely to say they have not gone far enough. These findings underscore the need for employers both to be aware of varied perspectives on DEI and to communicate clearly the aims and impacts of specific DEI actions to foster greater buy-in.”
In response to the findings, Kate Palmer, Employment Services Director at employment law specialist Peninsula, urged employers to remain aware of legal obligations under the Equality Act 2010.
“These businesses should ensure that if a part or all of their business operates in UK, they are compliant with the relevant laws when it comes to DEI. The Equality Act 2010 provides robust protection to individuals working in the UK against discrimination because of their protected characteristic,” she said in a statement provided to HRreview.
Palmer noted that despite public differences in opinion, legal requirements have not changed. “Whilst this poll suggests some support for a roll back, it is by no means a majority with almost 50 percent saying current initiatives are either just right or should go further. Failing to comply with the laws and understand societal views could not only see the business landed with costly tribunal claims but also suffer from reputational damage.”
She added that DEI will remain a topic of debate in the coming months, but that current legislation and government direction indicate that workplace equality and inclusion will continue to be a focus.
