A majority of UK workers say they would consider leaving their employer if commitments to diversity, equity and inclusion (DEI) were rolled back, according to new research.
The study, by HR tech firm IRIS Software Group, found that 60 percent of UK employees surveyed would consider quitting if DEI policies were diluted. Of those, 39 percent said they would seriously consider leaving while 20 percent said they would certainly do so.
The data shows marked generational differences. Gen Z workers were the most likely to consider leaving in response to DEI reversals, with 68 percent expressing this view. Millennials followed at 64 percent, while 47 percent of Gen X employees said the same.
The research also found a significant disparity in responses based on ethnicity. Seventy percent of respondents from Black, Asian and minority ethnic (BAME) backgrounds said they would quit or consider quitting over DEI rollbacks, compared with 56 percent of white respondents.
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DEI remains a factor in workplace decisions
The findings come amid declining mentions of DEI in FTSE 100 company reports and broader political debate around corporate diversity efforts. Despite this, IRIS’ research indicates that DEI remains an important consideration for employees, particularly among younger generations and ethnically diverse workers.
Stephanie Kelly, Chief People Officer at IRIS Software Group, said, “Our latest research makes it starkly clear that British businesses need to move beyond box-ticking when it comes to DEI. An inclusive culture matters deeply to employees, with many willing to leave roles that don’t align with their values.”
Ninety-two percent of respondents said they feel their workplace is inclusive. A further 62 percent agreed that their employer had improved DEI policies over the past 12 months, and 60 percent expect progress to continue.
However, a large proportion of workers also believe more should be done. Forty-five percent said they expect their employer to strengthen DEI policies further, while only 3 percent of respondents said they would prefer to see DEI efforts scaled back.
Expectations of leadership and policy clarity
More than one in four (26%) workers said they do not see clear DEI policies in their organisation. Yet 30 percent of respondents identified clear DEI policies as a key factor in fostering a sense of belonging at work.
Other top factors cited include fair access to career progression and promotions (35%) and consistent pay and recognition among peers (30%). Two-thirds of workers (68%) said a company’s approach to DEI is important when considering a new employer.
Kelly added, “Inclusivity starts at the top. Leadership teams must champion it, live it and embed it in everyday decisions. That means creating a culture where people feel safe to bring their full, authentic selves to work, and where different perspectives are genuinely welcomed and respected.”
The role of technology in DEI strategies
According to IRIS, technology can play a key role in helping organisations meet their DEI goals.
“Technology plays a vital role in helping HR teams drive meaningful, values-led DEI strategies,” said Stephanie Coward, Managing Director of IRIS HCM. “By giving teams access to the right data, and importantly, the time back to act on it, we empower them to identify bias, track progress and build more inclusive workplaces.”
She noted that businesses are increasingly using data to report on representation and improve hiring and promotion processes. However, continued investment is necessary to ensure DEI remains a priority.
“Complacency is not an option. DEI is about good governance and doing right by people, and understandably, that’s what attracts and retains top talent,” Coward added.
