Despite the backlash from so-called ‘woke’ culture wars, inclusive hiring is more popular among employers than ever, research has revealed.
The latest annual survey by the Recruitment & Employment Confederation (REC) of 233 employers shows that pro-EDI hiring practices have reached their highest levels since it began tracking data in 2022.
Neil Carberry, chief executive of the REC, said that many employers were adopting inclusive practices as they feared losing out on talent in the face of the UK’s persistent labour and skills shortage.
UK companies abandon EDI initiatives in response to Trump’s anti-diversity rhetoric, survey finds
Only a quarter of leaders say their organisation has a fully embedded EDI strategy, study reveals
“Our findings show that the inclusion agenda is far stronger than the unhelpful and incorrect framing of it by some as ‘woke’ would suggest. This is about businesses doing what is best for them – tackling talent shortages and opening up opportunities,” he added.
Practical measures to improve diversity on the rise
Businesses are taking more concrete steps to reduce bias and attract a wider range of candidates, with the survey highlighting significant progress across several key areas.
Half of respondents (51 per cent) now use diverse interview panels – a sharp rise from 35 per cent last year. A third (34 per cent) have adopted name-blind CV screening – the practice of removing identifying details such as names to reduce unconscious bias – which is up from 22 per cent, while 48 per cent are working to increase the diversity of shortlists, compared with 40 per cent a year ago.
According to Martin Drake, CEO and founder of Higher People these findings aligned with wider market trends. “It doesn’t surprise me that inclusive hiring practices are holding strong,” he said. “Most applicant tracking systems now make it easy to collect and review EDI data, so I’d expect to see steady or even rising levels of monitoring.”
Drake added that while smaller businesses often lagged larger organisations in tracking EDI data, progress was being made through training. “Interviewer education is improving, but there’s still a long way to go in understanding how to adapt processes for candidates with ADHD or autism, or simply those who are more introverted,” he said.
Drake explained that rethinking interview design – from types of questions asked to sensory considerations – could significantly enhance fairness and overall candidate experience.
Use of inclusive language in job adverts has also risen slightly, to 52 per cent, though it remains below 2022 levels. Taken together, the findings suggested inclusion was becoming central to recruitment strategy rather than treated as an optional add-on.
“What these results suggest about the current state of UK employers is that many are genuinely taking EDI seriously as a strategic priority,” said Aggie Yemurai Mutuma, CEO of Mahogany Inclusion Partners.
“Businesses are starting to see inclusion not as a compliance obligation or a ‘nice to have’ but as a key component of talent strategy, employer brand and organisational culture.”
However, she added that these process-driven measures must be kept in perspective. “While these process-driven measures are critical, they are only part of the picture. True inclusion requires sustained leadership commitment, accountability and a culture in which all employees feel genuinely valued, heard and able to thrive.”
Employers call for stronger training and leadership commitment
When asked what would most help them strengthen inclusion, around 30 per cent of employers pointed to better training and learning resources on EDI practice. A similar proportion (29 per cent) highlighted internal policies and visible leadership commitment, up from 26 per cent in 2024.
A quarter (27 per cent) said access to supportive technologies such as anonymised screening tools would make the biggest difference – up from 14 per cent last year.
Carberry said it was encouraging to see firms extending their focus beyond recruitment itself. “Employees increasingly want stronger internal policies and a clearer commitment to making inclusion work in practice,” he explained. “Recruiters can help by sharing best practices early in the hiring process and ensuring ethical use of new technologies such as AI.”
Yemurai Mutuma added that the current challenge for UK employers was ensuring these initiatives delivered significant, sustained results. She said this went beyond mere recruitment figures to encompass retention, career advancement and the day-to-day experience of all employees.
For more information, read the CIPD’s latest report on resetting EDI and reaffirming inclusion
