Why DEI needs to stay on the agenda
Three in five UK employees would consider leaving their job if diversity, equity and inclusion (DEI) efforts were reduced or rolled back. That’s the latest insight shared by HR Grapevine, and it’s a strong reminder that DEI has become a key part of how people judge their employers.
This isn’t about ticking boxes or following trends. It’s about creating a culture where people feel they belong and where inclusion is seen in everyday decisions, not just in policy documents.
DEI and retention go hand in hand
When employees say they’ll leave if inclusion disappears, it highlights how closely DEI is tied to retention. This is especially true for younger staff and those from underrepresented backgrounds. They want more than statements. They want to see action.
If organisations fail to show commitment to inclusion, they risk losing the very people they worked hard to attract. The cost of turnover, disengagement and lost knowledge can be far greater than the investment needed to embed inclusive practices.
One size doesn’t fit all
In the nationally represented study, 68 percent of Gen Z and 64 percent of Millennials would consider moving on if DEI isn’t prioritised. Among employees from Black, Asian and minority ethnic backgrounds, the number rises to 70 percent.
That tells us DEI cannot be approached in the same way for everyone. People bring different experiences, expectations and needs. Inclusive strategies should reflect that diversity. What feels inclusive to one group may not resonate with another.
What happens when DEI slips
Some organisations may be tempted to scale back DEI activity during times of pressure or change. But the risks are real. In a tight labour market, losing trust can damage your ability to recruit, retain and build high-performing teams. If employees feel inclusion is no longer valued, it creates uncertainty and can reduce morale. Externally, it can impact your employer brand and reputation, making it harder to attract diverse talent in future.
Culture first, not just policy
A written policy is only the beginning. People look for signs that inclusion is part of everyday culture. That might be in how meetings are run, how decisions are made, or who gets opportunities to lead. Stephanie Kelly, Chief People Officer at IRIS Software Group, points out that inclusion has to go beyond box-ticking. People need to feel safe being themselves at work. When that happens, creativity improves, trust grows and performance follows.
Data makes the difference
To move inclusion from intention to action, data plays a vital role. It shows where the gaps are, highlights trends and helps leaders make informed decisions. With the right tools and tracking in place, HR teams can:
- Identify representation gaps
- Spot patterns in hiring, promotion and progression
- Design more targeted, effective interventions
When DEI progress is backed by evidence, it’s easier to get buy-in from leadership and to keep improving over time.
Practical ways to move forward
Whether you are building your DEI foundations or refining an established strategy, here are steps that make a difference:
- Run a DEI audit to understand current realities
- Set up an advisory group with a mix of voices and experiences
- Review recruitment practices to reduce bias
- Equip managers to lead inclusively with training and tools
- Share your DEI goals and progress transparently
Small changes can have a big impact when they’re consistent and meaningful.
DEI isn’t just about doing the right thing. It’s a smart, long-term investment in your people and culture. When inclusion is visible and valued, people are more likely to stay, contribute and grow with your business.
If you’re looking to strengthen your DEI strategy, now is the time to act, not step back.
