Breaking Barriers: The Power of Inclusive Employment

Breaking Barriers: The Power of Inclusive Employment

Large workplaces are a reflection of society, meaning the same tensions and challenges seen in communities can also surface in work environments. If left unaddressed, this can lead to conflict, disengagement, and reduced productivity. That’s why strong DE&I (Diversity, Equity & Inclusion) policies are critical. Businesses that foster inclusivity and belonging not only protect employees but also create a positive work culture where everyone feels valued, respected and supported.  

In a world when DE&I efforts are facing global resistance, the benefits of creating and maintaining a diverse workforce should not be overlooked. In today’s competitive job market, businesses that prioritise DE&I reduce turnover, lower recruitment costs, and improve overall employee engagement.  

DE&I is also key to maintaining a strong brand reputation. Consumers, investors, and business partners increasingly expect companies to take a stand on social issues. Organisations that actively promote inclusion build trust, strengthen customer loyalty, and avoid reputational risks linked to workplace discrimination or inequality.  

Despite its importance, DE&I efforts are not without criticism. Some employees and stakeholders may see these initiatives as tokenistic or driven by PR rather than genuine commitment. Others argue that policies such as diversity quotas could lead to resentment or perceptions of unfairness. Additionally, businesses may face opposition from social or political groups that challenge DE&I efforts, creating potential reputational risks.  

To navigate these challenges, companies must ensure their DE&I initiatives are authentic, transparent, and data-driven. This means:  

  • Moving beyond symbolic gestures to measurable, impactful actions.  
  • Holding leadership accountable for diversity and inclusion goals.  
  • Embedding a DE&I lens into business strategy and operations.  
  • Implementing bias training and equitable hiring practices.  
  • Clearly communicating the business case for DE&I to employees and stakeholders.  

For all these reasons, Business in the Community Ireland initiated our Elevate, The Inclusive Workplace Pledge in 2021. This collective action campaign gets companies to proactively measure, disclose and profile their workforce so it mirrors the diversity within society. These companies then use this data to identify gaps and take actions to remedy it. Already over 60 large companies are signatories with a combined workforce of over 160,000 employees. By signing up to the Pledge, companies are making a public commitment to help close employment gaps and improve opportunities for diverse jobseekers who are distanced from the workforce. Afterall, employment is the single most powerful factor in breaking the cycle of poverty and enabling full participation in society. Yet, despite near full employment in Ireland, major gaps persist and certain groups continue to experience high levels of unemployment and underemployment.  

The preliminary findings from the 2025 Elevate data show that signatories remain committed to making their workforce more inclusive but more action is required. The following trends were identified:  

  • Certain diversity areas are being prioritised and targeted with KPIs over others – increasing female representation at senior levels is the most common KPI among signatories.  
  • 53% of signatories track disability but only 8% have set disability related KPIs. 7% of the Elevate workforce have identified as having a disability and 6% have disclosed they are neurodiverse. 
  • 64% of signatories partnered with employment support organisations to widen their recruitment channels resulting in over 160 hires.  
  • While 16% of the Elevate signatories’ workforce are from ethnic minority groups, there is an over representation at entry level positions resulting in an underemployment of this group given the skills, qualifications and experience they have.  

Being part of this collective action campaign has helped companies evolve from one-off actions to demonstrate their commitment to inclusivity, to now pursuing a range of meaningful tangible initiatives. These include: 

  • Employee Resource Groups for different diversity areas. 84% of signatories have at least one. Though to maximise their effectiveness, such Groups should be autonomous, have a clear accountability framework and resources to pursue a programme of work.  
  • 50% of signatories have set DE&I targets around diverse recruitment with common actions including job descriptions using neutral language and only listing necessary requirements / skills. However, only 28% set similar targets for development and progression. 
  • General Diversity Awareness and Unconscious Bias Training are the most popular training topics offered with 80% of signatories offering at least one of these, however, only 46% of signatories offer the training to all colleagues. Training can be an excellent mechanism to instil awareness, confidence and accountability in DE&I, both internally in the workplace but also externally in wider society. 

At a time when some companies are being pressured to scale back or end their DE&I initiatives it is vital to remember that DE&I is more than a trend—it’s a long-term commitment to building better workplaces and a better society. We owe our future workforce the chance to work in a company where every employee feels valued, respected, and empowered to thrive.