Gender balance still a priority but many businesses cutting DEI budgets 

Despite global shift in policies, Irish executives remain committed to workplace gender balance

'Embedding gender balance into succession planning, leadership development and accountability frameworks strengthens decision making at every level,' said 30% Club Ireland country executive Elizabeth Sheehan.

More than half of businesses in Ireland have scaled back their diversity, equity, and inclusion (DEI) budgets and 43% have dissolved dedicated DEI roles, according to new research.

Nevertheless, Irish organisations continue to commit to gender‑balanced leadership despite a global shift in corporate policies, the survey of senior executives has found, and 78% still say they prioritise gender balance. 

The research was contained in a report entitled 'The Courage Dividend', produced by the 30% Club Ireland, a global campaign for more equal gender representation in business, in collaboration with management consultancy firm Reputation Inc.

It found that 77% of respondents from businesses in Ireland have not recalibrated their DEI approach and that 78% still see gender balance as a top strategic or important priority. However, 52% report changing the language or terminology used in DEI reporting, while 52% have scaled back DEI budgets, and 43% have dissolved dedicated DEI roles.

84% of respondents believe gender balance will be essential or very important to organisational resilience and competitiveness.

"Embedding gender balance into succession planning, leadership development and accountability frameworks strengthens decision making at every level. The Courage Dividend is realised when inclusion becomes part of the operating model of the business, not an initiative that can be paused when conditions become more complex," said Elizabeth Sheehan, 30% Club Ireland country executive.

The findings are being unveiled as the 30% Club Ireland holds its annual CEO and Chair event on Thursday, which will be attended by more than 250 senior corporate leaders from the public and private sectors.

“This research reinforces that sustainable growth depends on the quality and diversity of leadership around the table," said Paula Neary, country chair of the 30% Club Ireland and Accenture senior managing director of communications, media, and technology. 

"In uncertain times, narrowing perspective is a risk. Broadening it is a competitive advantage. Organisations that continue to invest in their leadership pipeline, particularly at mid-level and succession stages, are protecting their future performance."

When asked about the biggest barriers to advancing gender‑balanced leadership, 43% of respondents cited a limited senior female talent pipeline. Competing business priorities were identified by 30% of respodents, insufficient internal resourcing by 18%, and fatigue or weariness around DEI by 12%.

Almost half of respondents (45%) said women decline leadership or progression opportunities more frequently than men, increasing to 59% in the public sector, with only 29% reporting observing similar patterns across genders.

Taoiseach Micheál Martin said the research underlines that "gender‑balanced leadership and inclusive workplaces are important drivers of resilience and long‑term economic success. Ireland has a strong and diverse talent base, and it is essential that organisations continue to support people at all levels to participate and progress.

"While progress has been made, there is more to do, and sustained leadership commitment will be critical in ensuring Irish organisations remain competitive.”