Five Years On: BITCI challenges business to deliver on workplace inclusion

Five Years On: BITCI challenges business to deliver on workplace inclusion

Business in the Community Ireland (BITCI) today marked five years of its Elevate: The Inclusive Workplace Pledge, highlighting progress made by businesses in advancing workplace inclusion while calling for renewed and sustained action to address persistent labour market inequalities. 

This campaign was launched in 2021 in response to inequalities exposed and intensified by the Covid-19 pandemic. BITCI identified a gap between commitment to Diversity, Equity and Inclusion (DEI) and tangible outcomes. The Elevate Pledge is designed to get Signatories to proactively measure, disclose and profile their workforce and embed inclusion across recruitment, progression, workplace culture and leadership.  

 The Findings 

The trends emerging over the past five years from over 60+ signatory companies (spanning various sectors with a combined workforce of over 150,000) reveals progress in representation across multiple dimensions of diversity, while highlighting the fragility of gains.  

  • Female representation at Executive/C‑Suite level remains stronger than the national average, but a decline from 45% in 2025 to 41% in 2026 illustrates how quickly progress can stall. This reinforces that every hiring decision makes a difference.   
  • Disability, ethnicity and LGBTQIA+ representation show substantial increases, largely driven by improved disclosure and trust rather than transformational changes in hiring. Disability representation rose from 0.1% to 8% and ethnicity from 1.6% to 12%, broadly reflecting national trends, while LGBTQIA+ representation increased from 0.2% to 5% over the five years. Only through access to opportunity will these gains be a true measure of progress. 
  • Traveller Community representation remains extremely low, rising only from 0.02% to 0.09%, and continues to sit far below Census levels due to persistent racism and discrimination. Until these are addressed, real workplace representation will not happen.  
  • While living wage performance is strong, limited socio‑economic data hides deeper inequalities in access, progression and job quality.  

 Linda O’Sullivan, BITCI Head of Social Inclusion said “Inclusion is not optional—it is a business necessity especially now at a time of rising racism and societal division. With the current challenging geopolitical context and the threat of AI exacerbating exclusion of some from the labour market, businesses must unite, lead and invest in creating a more inclusive and equitable society. This campaign has led to improved outcomes for some but more intentional action and accountability is required which in turn will enhance the company’s competitiveness, reputation and resilience.”  

 The Impact of Elevate Pledge Campaign 

 The DEI landscape has evolved significantly since 2021. Yet Elevate Pledge Signatories remain committed and are performing better in many diversity indicators than non-Signatory companies. Tangible actions undertaken by them to date include: 

  • Clearer inclusion strategies aligned with business objectives. 
  • Introduction of fairer recruitment and onboarding practices. 
  • Strengthened supports for employees experiencing socio‑economic disadvantage. 
  • Creation of inclusion passports to support employees with disabilities or caring responsibilities in accessing reasonable accommodations.  
  • Stronger leadership engagement and accountability on DEI.  

However, research continues to highlight significant barriers for marginalised groups, including rising workplace discrimination, under-employment of skilled workers from ethnic minority communities, exploitation of migrant workers, widespread bullying and harassment affecting LGBTQIA+ employees, limited disability inclusion, and the continued impact of socio-economic inequality on employment outcomes. 

Furthermore, economic uncertainty, cost‑of‑living pressures and changing working patterns exacerbate the risk that progress could stall or reverse without sustained employer commitment. 

Ms O’Sullivan concluded “Businesses must move beyond statements of intent. They must use data and employee insight to identify barriers, embed inclusion across leadership and systems, and commit to long-term cultural and structural change. Our Elevate: The Inclusive Workplace Pledge has proven to help companies move the dial from ambition to action because it provides a practical pathway for organisations seeking to lead with integrity, purpose and impact. Together we can create an inclusive society where everyone feels respected and valued.” 

 

ENDS