Doubling down on DEI to drive business in a volatile world

Ireland’s business leaders are doubling down on diversity, equity and inclusion efforts to build more resilient businesses at a time of uncertainty. Helena O’Dwyer explains why

Paper faces of different colours

Irish business leaders aren’t chasing certainty; they know it’s not coming.

In 2025, they are focusing on what they can control: making smarter, faster decisions, backing their people and exploring new ways to grow in a world that keeps shifting.

The latest EY CEO Outlook shows just how sharply Irish CEOs are responding to global pressures.

Leaders are not waiting for the dust to settle. They are building businesses that can move with it, and commitments to diversity, equity and inclusion (DEI) remain at the top of their list of priorities.

Inclusion: a business imperative

Inclusion has long been viewed as a moral imperative, but in 2025, it is also a legal, strategic and commercial priority.

Irish CEOs are leaning into this with resolve: 83 percent are maintaining existing DEI commitments—not despite volatility, but because of it.

In a world in which talent is mobile, values matter and reputations move at the speed of social media, inclusion is no longer optional—it’s foundational.

The regulatory environment is catching up fast. Mandating greater disclosure and fairness in pay practices, the EU Pay Transparency Directive is just the start.

With bans on pay secrecy, mandatory gender pay gap reporting and transparency rights for job applicants also in the mix, pressure to act has never been greater.

Ireland is already ahead of the curve, with draft legislation in play and existing laws enabling proactive efforts to close gender gaps.

But the real transformation is cultural. Businesses that treat DEI as a risk mitigation strategy are missing the point.

The leaders setting the pace are embedding inclusion into everything, from recruitment and promotion to mental health frameworks and boardroom accountability.

They’re not just avoiding legal exposure; they are building trust, retaining top talent and improving performance across diverse teams.

Inclusion isn’t a “side initiative”. The companies getting this right are turning DEI into a source of resilience and competitive advantage.

Keeping up the DEI momentum

In order to maintain DEI initiatives in a time of volatility, organisations should:

  • Treat DEI as a business performance lever. Move beyond compliance by embedding inclusion into strategic goals linked directly to innovation, resilience and bottom-line impact.
  • Position DEI as a talent differentiator. In a multigenerational, mobile workforce, inclusive cultures are key to attracting and retaining top talent. Businesses leading with values and purpose gain a competitive edge.
  • Link inclusion to leadership and accountability. Establish measurable DEI KPIs at the executive and board levels and treat progress as a business-critical priority.
  • Future-proof employment practices. Stay ahead of evolving EU directives by auditing pay equity, transparency and inclusive hiring practices. Proactive action builds trust and reduces risk.

Helena O’Dwyer is Partner and Head of Strategy EY-Parthenon at EY