More than one in three HR leaders in the UK have encountered opposition to equity, diversity and inclusion initiatives over the past year, according to new research by YouGov for the employment charity Working Chance.
The survey of 565 HR decision-makers suggests growing resistance to workplace inclusion efforts, raising concerns about the long-term impact on vulnerable groups, particularly people with criminal convictions.
Working Chance warned that any rollback in inclusive hiring could deepen social exclusion and undermine efforts to reduce reoffending. Stable employment is widely recognised as one of the most effective ways to prevent individuals from returning to the criminal justice system.
Natasha Finlayson, chief executive of Working Chance, said the trend could make it increasingly difficult for those already facing barriers to employment to access opportunities.
The findings come amid broader scrutiny of inclusion policies across the UK. Recent reports have highlighted a decline in corporate support for diversity initiatives, alongside limited progress in tackling systemic inequality.
At the same time, legal challenges are adding pressure. Some targeted schemes have faced court action, prompting fears among employers and charities that similar cases could lead to further withdrawals of support.
The issue was discussed at a recent conference hosted by the Ministry of Justice, where HR professionals and policymakers examined what has been described as a confidence gap among employers when hiring individuals with convictions.
Government data shows that reoffending costs the UK economy between £18bn and £23bn annually, with employment identified as the strongest protective factor against repeat offences.
Despite this, around 58% of HR leaders surveyed said they lacked confidence in recruiting and supporting people with criminal records. Campaigners have also raised concerns about the scope of the Disclosure and Barring Service, arguing that background checks can create unnecessary barriers to employment.
Personal stories underline the impact. One jobseeker, Rayhana, said multiple job offers were withdrawn after background checks revealed her conviction, leaving her feeling excluded from society. With support from Working Chance, she later secured stable employment, describing the experience as transformative and a turning point in rebuilding her life.
A spokesperson for the Ministry of Justice said expanding access to employment remains a priority, emphasising that businesses benefit from hiring individuals with convictions through increased loyalty, skills and long-term commitment.
The findings add to a growing debate over the future of workplace inclusion in the UK, as organisations balance legal pressures, public scrutiny and the need to build a more inclusive labour market.