Article written by Paul Modley, Managing Director of AMS & APSCo Member
I’ve worked in the DEIB (Diversity, Equity, Inclusion & Belonging) space for the past 17 years - and I can honestly say it’s never felt tougher than it does right now.
I thought the aftermath of George Floyd’s murder was difficult. But this period? It’s even more challenging.
Whether it’s the effect of Executive Orders in the U.S. making some DEIB practices illegal, or the rise of anti-DEI rhetoric here in the UK - with the recent success of Reform in local elections and a broader political shift to the right - many of us in the DEIB and recruitment space are feeling under pressure. Some are even starting to retreat from the progress we’ve made.
But now is not the time to step back.
Now is the time to double down.
I believe this challenging environment presents a critical opportunity—to reframe the DEIB conversation and to reset our strategies in a way that makes them more integrated, impactful, and business-aligned. And this applies to everyone - from small, specialist recruitment firms to large multinational agencies.
So, how can you stay focused and keep moving forward?
In the years following George Floyd’s murder, many organisations invested heavily in DEIB roles and programmes. But in hindsight, not all of that investment delivered clear business value.
Now more than ever, we need to ensure that our DEIB efforts are aligned with business outcomes. Whether it’s improving client retention, unlocking new markets, or enhancing innovation, make the case for DEIB in commercial terms.
If you work with public sector clients, you’ve probably heard terms like social impact or social value. Increasingly, organisations are assigning tangible value to DEIB outcomes—particularly in tenders and procurement.
Understanding how your DEIB activities contribute to social value will give you a competitive edge. Start building this into your approach now.
In times of uncertainty, communication matters more than ever. Keep DEIB visible in your internal conversations, and ensure that underrepresented voices in your business feel heard and supported.
Regular check-ins, listening sessions, and employee resource groups can make a huge difference.
If you’re not already collecting diversity data, now’s the time to start. You can’t improve what you don’t measure.
Understanding the makeup of your workforce—and identifying any gaps—will help you take a more targeted, evidence-based approach to inclusion.
Remember, your clients are also navigating this climate. Don’t assume they’re pulling back from DEIB—ask them what support they need.
Position yourself as a partner who can help them build inclusive hiring strategies and access more diverse talent pools.
Look inward. Are your hiring processes as inclusive as they could be?
From job adverts to interview panels to selection criteria—this is the perfect time to audit and improve your approach.
Social mobility is gaining momentum as a key priority for many businesses—and rightly so. Despite years of effort by employers, educators, and charities, the UK’s social mobility ranking has worsened over the last 12 years.
As recruiters, we have a vital role to play in challenging the barriers that hold people back based on where they grew up, the school they attended, or their family background.
With declining birth rates, ageing populations, and ongoing skills shortages, age inclusion is no longer optional.
We need strategies to retain older workers, support career returners, and recruit across all age groups. Recruitment firms are uniquely positioned to drive this agenda—and benefit from it.
It’s easy to feel disheartened in the face of resistance or political headwinds. But this is when leadership really counts.
We know that diverse teams—in the broadest sense—perform better. They’re more innovative, more creative, and ultimately more profitable.
So let’s not retreat. Let’s recommit.
The work of DEIB is too important—and the benefits too great—to let it fall by the wayside. Let’s all play our part in keeping DEIB a business priority.