HR leaders: One in three face opposition to inclusion schemes

A new YouGov poll commissioned by the employment charity Working Chance finds roughly one in three UK HR decision-makers have encountered opposition to equity, diversity and inclusion (EDI) initiatives over the past year. The survey flags that this backlash could materially affect recruitment opportunities for those with criminal convictions and other groups who rely on targeted inclusion measures.

The YouGov survey sampled 565 HR decision-makers and reports that 58% of respondents do not feel confident recruiting and supporting people with convictions, underlining a notable confidence gap among employers. Working Chance, which focuses on helping women with convictions into work, warns that rolling back inclusion efforts risks entrenching social exclusion and undermining efforts to reduce reoffending.

From a labour-market perspective, the trend may produce short-term tightening as employers increase due diligence or avoid perceived-risk hires, while longer-term effects could include reduced labour supply for roles where barriers to entry are already high. Economically, reduced access to stable employment for people with convictions can increase social costs and limit productivity gains associated with broader workforce participation.

The findings sit against a backdrop of growing legal and political scrutiny of targeted inclusion schemes, where litigation and public debate have prompted some employers and charities to scale back visible EDI commitments. Government evidence cited in coverage highlights that employment is a key protective factor against reoffending, yet misconceptions, DBS (background check) practices and lack of clear employer guidance continue to hamper progress.

Market observers and HR specialists suggest two likely paths: organisations either continue EDI work more discreetly while addressing compliance concerns, or policymakers and sector bodies step up guidance to restore employer confidence. For investors and corporate stakeholders, the signal is clear: human-capital risks tied to social inclusion carry reputational and operational implications that merit proactive governance and targeted risk management.