3 in 5 UK Workers Say They’d Leave If Their Employer Dialled Down On Diversity.
July 03, 2025Posted by:
3 in 5 UK workers say they’d leave if their employer dialled down on diversity.
What does that tell us and what do we do next?
That headline stat has been doing the rounds this week: nearly 60% of UK workers would consider leaving their job if their employer scaled back on equity, diversity and inclusion (EDI). For Gen Z workers, it jumps to 68%. Among Black, Asian and minority ethnic employees, it climbs to 70%.
It’s a striking figure, but the bigger question is what it reveals about the future of employment, and why this is a moment for leaders to rethink how they approach EDI in the workplace.
If we still treat inclusion as an internal “nice to have” or a compliance exercise, we’ve missed the point. For your people and for those watching from outside, inclusion isn’t a corporate statement. It’s a sign of whether your values stand up under pressure. Whether your systems are built to support everyone or just the people who fit the mould.
Inclusion is not about words on a page. It’s about what people experience. And increasingly, it’s what they expect.
Inclusion as 'hygiene', not hype
We talk a lot about inclusion as a moral imperative. But for many employees, it’s now something even more foundational. As one expert in the report put it, for younger workers, inclusion has become “workplace hygiene.” It’s not a bonus, it’s the baseline.
In other words, when inclusion is missing, people don’t just notice. They question everything. If a workplace can’t guarantee fairness or basic respect, why would someone stay? And if leaders visibly row back on inclusive policies or treat EDI like a temporary trend, it sends a clear message: this isn’t a place that takes people seriously.
That’s what’s driving this wave of potential exits. Not entitlement. Not over-sensitivity. But a values mismatch, one strong enough to override salary, perks, or convenience.
It’s a wake-up call. Not just to keep EDI on the agenda, but to rethink how it’s done.
The risk isn’t just internal. It’s reputational.
It’s easy to frame EDI as an HR issue. Something that sits in training budgets or employee resource groups. But that underplays its reach.
The truth is, how we treat our people is how we signal our value to the wider world. Candidates, partners, commissioners and customers are watching. They notice who gets a seat at the table. They notice how inclusive an organisation’s recruitment process really is and how accessible its culture feels to those on the outside.
That’s why pullback is dangerous. Because EDI isn’t just about retention. It’s about influence. It shapes how attractive you are to top talent. How trusted you are by diverse communities. How credible you are when you say you care about fairness or growth or sustainability.
Put simply: roll back on EDI, and you don’t just lose staff. You lose relevance.
Moving beyond statements into strategy
If inclusion isn’t a bonus, what is it?
It’s infrastructure. It’s the scaffolding that supports equitable opportunity and long-term belonging. That means making sure diversity isn’t a seasonal marketing campaign, it’s embedded in how we hire, develop, listen, and lead.
This is why we created the Social Recruitment Covenant. It’s a national pledge that helps employers take practical, visible steps to support people who face barriers to employment, including long-term unemployment, caring responsibilities, disability, and experiences of the criminal justice system. It was launched in Parliament last year, with backing from business leaders, MPs and the Department for Work and Pensions. Hundreds of employers have already signed, because they understand what’s at stake.
The Covenant doesn’t replace internal EDI strategies. It builds on them. It’s about turning inclusive values into inclusive behaviours. And crucially, it connects organisations to a growing network of peers doing the same with real accountability and shared learning built in.
So, what’s the next move for leaders?
If we want to keep our best people and attract those we don’t yet reach, we need to change how we talk about inclusion.
That starts by dropping the idea that EDI is a brand asset or internal benefit. Instead, we should treat it as what it really is: a reflection of who we are as employers, and who we’re willing to stand beside.
It’s time to reframe the conversation:
- From “how do we avoid risk?” to “how do we remove the barriers?”
- From “who ticks the box?” to “who still can’t get through the door?”
- From token gestures to sustained, structured effort, backed by partnerships, not just posters.
There are real frameworks out there to help. The Social Recruitment Covenant is one. The Social Recruitment Framework, which connects inclusive employers with tailored training and guaranteed interview programmes is another. Initiatives like the SRAG Charter Mark recognise employers making EDI central to how they hire and grow.
This isn’t about perfection. It’s about momentum.
Because if 3 in 5 workers are ready to leave over EDI, the real question is: who’s ready to lead?
And for those who are, PeoplePlus and the Social Recruitment Covenant are here to support you. Sign The Social Recruitment Covenant now, there is no better time.
📘 Source: “Three in five UK workers would consider quitting if employers roll back EDI, research finds” - CIPD & People Management, 2024.
July 03, 2025Posted by:
