Key EDI Insights from 2022 – 2025
Equality, Diversity and Inclusion (EDI) are no longer abstract principles – they directly shape how organisations attract, assess and retain talent. At The Core Partnership, inclusive recruitment isn’t a tick-box exercise; it’s central to how we advise clients and represent candidates across the governance profession. Drawing on insights from REC research and Olga Franczak’s recent article – informed by three years of data from recruiters and employers – we’ve summarised the key lessons shaping inclusive recruitment between 2022 and 2025.
Inclusive Recruitment: What We’ve Learned from 2022–2025
What we’re seeing in practice is that organisations who embrace these changes earlier tend to experience smoother hiring processes, stronger shortlists, and better candidate engagement – particularly in specialist markets like governance. Recruitment has always been about finding the right people. But over the past few years, one thing has become clear: inclusion isn’t a “nice to have” anymore, it’s a business essential. Since 2022, UK employers have steadily increased their use of inclusive recruitment practices, and by 2025 we’re seeing record levels of these practices being adopted.
For recruiters, this shift is more than a trend. It’s a chance to show clients that we’re not just filling vacancies – we’re helping them build stronger, fairer organisations.
The Momentum Behind Inclusion
- Larger employers have led the way, but even smaller businesses are starting to embrace inclusive tools.
- Public sector organisations, with their equality duties, were early adopters. Now the private sector is catching up fast.
- The message is clear: inclusion is here to stay, across industries and company sizes.
The Tools Making a Difference
Four practices stand out:
- Diverse interview panels – bringing different perspectives into the hiring process.
- Name-blind CVs – removing identifiers to reduce unconscious bias.
- Inclusive job adverts – using clear, neutral language that welcomes everyone.
- Diversity statements – openly inviting candidates from all backgrounds to apply.
Of these, diverse interview panels have seen the sharpest rise, but all four are gaining traction.
Regional Picture
London is leading the charge. Employers there are not only adopting inclusive practices but actively looking for ways to do more. Many are exploring tech-driven solutions to make EDI (Equality, Diversity & Inclusion) practical and scalable.
Overcoming Pushback
Recruiters sometimes hear:
- “Our ads have always worked.”
- “We need industry jargon.”
- “Inclusive language feels too casual.”
These concerns are understandable, but our experience shows that inclusive language doesn’t reduce quality – it broadens reach. Clearer, more neutral adverts often attract candidates who are highly capable but would otherwise self-select out.
It’s about reframing inclusion as a way to strengthen, not dilute, the hiring process.
What Clients Want Next
Two-thirds of employers say they want to go further with EDI. Their priorities include:
- Learning & Development – training, workshops, and peer learning.
- Leadership & Policy – embedding inclusion across the organisation.
- Technology – tools that make inclusive hiring easier and more consistent.
Recruiters who can guide clients in these areas will stand out as genuine partners.
Final Thought
Inclusive recruitment isn’t a passing phase – it’s becoming the baseline. At The Core Partnership, we see this every day in the governance market. By helping clients embed practices such as diverse panels, anonymised CVs and inclusive job adverts, we’re not only improving outcomes today but helping organisations build resilient, future-ready teams.
