The research found 43pc of businesses have dissolved what had been dedicated diversity, equity and inclusion (DEI) roles.
The findings are based on responses from 130 CEOs, board chairs and senior executives from both the private sector (70pc) and the public sector, semi?states and not?for?profit organisations.
They come amid a backlash, boosted by the Trump White House, that has triggered a roll-back globally of corporate DEI initiatives, including dedicated budgets for training and communications as well as hiring and promotion policies, especially among US multinationals.
Many of those programmes aimed to redress historic under-representation or under promotion of women and people identified with minority groups.
However, the Trump administration regards such initiatives as attacks on merit-based hiring and many businesses have moved to disassociate from such initiatives.
‘The Courage Dividend’, 30% Club’s new research report, produced with public relations firm and Reputation Inc, was launched at the group’s annual CEO and Chair Event at The National Gallery on Thursday.
The research found 77pc of respondents to a survey said they had not recalibrated their DEI approach in recent years and 78pc regard gender balance as a top strategic or important priority.
However, 52pc of the same cohort report changing the language or terminology used in DEI reporting and 52pc said they had reduced DEI budgets.
The 30% Club said the research showed Irish leaders continue to prioritise gender balance despite heightened global scrutiny – those surveyed overwhelmingly said gender balance will be essential or very important to organisational resilience and competitiveness into the future.
Human resources issues, including recruitment and retention, are identified as the primary focus in relation to gender equality.
The research also suggests businesses that want to promote diversity struggle to get women to accept promotional opportunities – 45pc of respondents said women decline leadership or progression opportunities more frequently than men.
That was even more pronounced in the public sector – at 59pc.
Lack of qualified women candidates was also identified as a significant barrier to efforts to promote leaders.
Respondents identified mid?level leadership development (55pc), board or succession planning (51pc), and retention and progression (34pc) as the three most important focus areas for gender balance and inclusive leadership.
Elizabeth Sheehan, country executive of the 30% Club Ireland, said organisations that resist pressure to row back on DEI are acting strategically.
“Embedding gender balance into succession planning, leadership development and accountability frameworks strengthens decision making at every level,” she said.
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