While the US government keeps moving to halt DEI policies for federal contractors, just 14 percent of UK respondents said British employers should follow suit, according to research.
A survey from recruitment software Tribepad on the attitudes towards diversity, equity and inclusion (DEI) in recruitment across the UK workforce found a strong support for inclusive policies among younger candidates, while also revealing ongoing concerns about fairness in hiring practices.
The findings come amid contrasting international developments, with 36% saying UK employers should do more to promote DEI, rising to 47 percent among 18 to 34 year olds. A third (33%) supported maintaining current policy levels.
At the same time, 43 percent of all respondents expressed concern that DEI initiatives could disadvantage certain groups – although there is a marked gender divide, with 48 percent of men holding this view compared to 39 percent of women.
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Younger candidates seek visible DEI efforts
The survey shows that younger candidates are particularly influenced by visible DEI commitments when considering job applications. Forty-two percent of 18 to 34 year olds said a clear DEI policy would make them more confident in applying for a role, compared with 24 percent of those aged 55 to 64. Diversity in leadership was also cited as important by 27 percent of younger respondents, compared with 18 percent of older workers.
Language in job adverts and descriptions also plays a role. Eighteen percent of 18 to 34 year olds value inclusive job language, compared to 13 percent of those over 55. Regional differences emerged as well, with 37 percent of London-based respondents valuing diverse leadership, compared to just 12 percent in Wales and 18 percent in Scotland.
Neil Armstrong, Chief Commercial Officer at Tribepad, said, “Candidates don’t just look at salary or job title anymore. They’re paying attention to whether companies reflect their values, and for younger jobseekers, that includes diversity, equity and inclusion. But even those who recognise the importance of DEI still want recruitment to feel fair. That tension is where the work lies.”
Balancing DEI and merit in hiring decisions
Despite strong support for inclusive hiring practices, a majority of respondents continued to prioritise merit-based recruitment. Seventy-four percent said candidates should be hired solely on merit, with 82 percent of those aged over 65 and 75 percent of 55 to 64 year olds supporting this view. Among 18 to 24 year olds, the figure fell to 58 percent, suggesting younger people are more open to considering DEI in hiring decisions.
When presented with a scenario involving equally qualified minority and non-minority candidates, support for giving both an equal chance rose with age. Sixty percent of 18 to 24 year olds supported this approach, increasing to 93 percent among those aged 65 and over.
Younger respondents were more likely to favour one candidate over another based on group identity, with 16 percent favouring the minority candidate and 17 percent favouring the non-minority candidate. Among over-65s, only 1 percent and 2 percent respectively expressed a preference.
On specific DEI priorities, 42 percent of respondents selected age, 40 percent disability, and 31 percent race or ethnicity. Among 25 to 34 year olds, the figure for race rose to 44 percent, while 58 percent of over-55s prioritised age.
Armstrong added, “This data tells us something vital: while younger generations are grappling with how to redress systemic imbalances, the majority of people, across all ages, want fairness at the heart of hiring. For employers, the message is clear: build systems that genuinely level the playing field. That means removing bias, not reversing it. True equity doesn’t ask us to tip the scales, but to finally balance them.”
Social values and workplace behaviour
Beyond hiring preferences, the survey also explored views on public behaviour and social media conduct. Sixty-five percent of respondents believe that misogynistic influencers like Andrew Tate are problematic for society, with 38 percent of women describing such figures as an “extremely serious problem”, compared to 24 percent of men.
A large majority (77%) said companies should be allowed to refuse employment to individuals who promote extremist, racist or misogynistic views online. Gender and regional differences were also evident in attitudes toward anonymised recruitment. Twenty-seven percent of men supported anonymous applications, compared to 21 percent of women.
