Jump Back
I posted a poll on LinkedIn asking the question:
DE&I continues to be a strategic priority for many businesses, but for some DE&I has taken a back seat. Which is it for your organisation?
The results revealed that:
48% of organisations are still considering and acting upon DEI as a priority.
30% no longer consider it a priority.
22% consider it less of a priority.
Following Donald Trump’s anti-DEI executive orders and rhetoric, many U.S. companies rolled back on DEI initiatives and forced a softening of the language. Many notable U.S. corporations, including Meta, Amazon and Coca-Cola, rapidly reversed or rebranded diversity, equity, and inclusion initiatives across the private and public sectors in early 2025.
This has undoubtedly created a knock-on shift in the system in Ireland regarding the importance and value of DEI. For example, Deloitte told U.S. employees working with government clients to remove pronouns from their email signatures. It announced plans to roll back its DEI goals and stop issuing diversity reports. However, the firm’s United Kingdom branch, which would be quite closely aligned with its Irish office, told its staff that diversity “remains a priority” and it would stand by its diversity goals.*
This poll for us in Ireland is a view on what people are actually doing instead of saying. And what people appear to be actually doing is deprioritising DEI as a strategic imperative.
What could be the consequences of this?
Perhaps there will be a softening of language or a complete rebrand, switching DEI to something like “Inclusive Culture and Impact (ICI)”; language that continues the work without carrying the same political weight.
Perhaps indigenous Irish businesses may gain a competitive advantage. With control over their own messaging and priorities and free from the constraints of aligning with multinational agendas, Irish businesses can differentiate themselves through authentic inclusion practices that resonate locally and strengthen their employer brand.
Perhaps we will also see a reframing of DEI from a compliance issue to a leadership and culture issue, where inclusion becomes embedded in how organisations attract, manage, and retain their people, rather than being treated as a standalone initiative.
While DEI has slid down the priority list for organisations, DEI initiatives do, for the most part, still matter to talent. An organisation’s approach to these issues can significantly impact its success in attracting and retaining talent.
If you want 1:1 advice on attracting and retaining top talent, reach out to me at ed.heffernan@barden.ie
*Source: Financial Times