The US administration may have set its face against the EDI (equality, diversity, inclusion) agenda, with many global organisations responding by toning down their policies, but the evidence on the ground is that these things still matter to job applicants.
“At Creative Futures Academy we recognise that sustainability and equality, diversity and inclusion are no longer optional; they are fundamental to how organisations attract, retain and inspire top talent,” says CFA director Louise Allen.
A collaborative partnership between the National College of Art and Design, University College Dublin, and the Institute of Art, Design and Technology, CFA offers flexible, industry-focused programmes designed to enhance professional development.
“As educators shaping the future of the creative industries, we see first-hand how jobseekers are prioritising values-driven workplaces that align with their ethical and environmental concerns,” Allen adds. “Sustainability and EDI are not just buzzwords but essential values for the next generation of creative professionals.
“The creative industries thrive on innovation, and that innovation is driven by diverse perspectives and a commitment to sustainability – both of which are becoming increasingly important for jobseekers when choosing where to work. This ethos is embedded in our work at Creative Futures Academy, and with all the strategic collaborations we work on.”
EirGrid head of talent development Ciara Corby agrees that these factors remain important to jobseekers. “Absolutely, it’s all about purpose and having a job that’s fulfilling and meaningful for the individual concerned,” she says.
“EirGrid is quite lucky in that respect. Everything we do is about sustainability. We are preparing Ireland’s electricity grid for a renewable energy future and we are unique in what we do. There is real meaning and purpose in that we are truly creating a better world for future generations; that attracts people into the organisation and the combination of our inclusive culture, flexibility, interesting work, growth and development opportunities, great people and benefits ensures people stay. No one else does what we do.”
Corby believes the younger generation is passionate about climate and making a difference for the planet.
“EirGrid is a fantastic model for this. If you want to make a difference in terms of sustainability [and the] environment, where else would you want to be than in the company that operates that infrastructure and facilitates a renewable energy future.”
When it comes to DEI, Corby notes that she has been a beneficiary of EirGrid’s policies in her own career.
“Our DEI initiatives allow me to do my work,” she explains. “We have flexible working to allow people to balance their life outside of work. We recognise that people have their own lives to live. We have a two-three model, with people working up to three days from home, and we have flexible start times as well. I couldn’t be where I am without that flexibility.”
Morgan McKinley Global FDI director Trayc Keevans says there has been a marked shift in how people view EDI and sustainability.
“While environmental considerations often dominate discussions, we have been observing a growing emphasis among candidates on the social dimension of sustainability,” she says. “Professionals increasingly associate sustainability with transparency, ethical leadership and long-term thinking, rather than solely focusing on environmental initiatives.
“This change shows that people now see sustainability as more than just being environmentally friendly. It also includes paying fair wages, making ethical business decisions and being able to adapt to changes in the world. Organisations that neglect these facets risk talent shortages, consumer boycotts or legal challenges. We are increasingly seeing that a company’s reputation and brand trust now hinge on its commitment to comprehensive sustainability practices.”
There is no sign of sustainability and EDI diminishing in importance for job candidates, according to Chartered Institute of Personnel and Development (CIPD) director Mary Connaughton.
“Certainly, that is what we are hearing,” she says. “It is particularly the case with graduates. Interview panels will be asked questions about the organisation’s sustainability and DEI policies. In fact, we are hearing that graduate interviewees sometimes know more about what the companies are doing in those areas than the interviewers do.”
Employers understand this and are responding. “We are seeing more organisations investing in their employer brand. In a tight market for talent, they want to present themselves in the best way. For example, we see a lot of videos with people from diverse backgrounds describing how good the organisation is to work for,” says Connaughton.
Hard evidence can be found in CIPD’s HR Practices in Ireland Survey for 2025.
“We had a question on sustainable people practices and just under one in five respondents has a strategy to integrate sustainability into HR practices,” says Connaughton. “It’s about sustaining people, ensuring people are better off personally by working there, and not just financially. The other results around wellbeing and diversity and inclusion were very encouraging; respondents were able to highlight lots of things they are doing even when they don’t have a formal written down strategy.
“Sustainability and EDI is certainly going to grow in importance as a differentiator in competing for talent.”
EirGrid’s EDI efforts are aimed at supporting people to achieve their potential, says Corby.
“We’re dedicated to diversity and inclusion at EirGrid,” she says. “We recognise the strength that comes from having a diverse workforce and the importance of a supportive culture for all our people to achieve their potential. We have developed four inclusion networks: Culture Connect, Gender Matters, Pride and the SEEN disability network. These networks are designed to create an inclusive culture that enables our people to feel a sense of belonging at work.
“Our networks run events and help to mark and celebrate important days, such as International Women’s Day which is run by our Gender Matters group, for example. The networks have made a positive difference right across the business.”
CFA’s Allen emphasises the importance of measurable impact: “To attract top talent, organisations must go beyond statements and show tangible evidence of their sustainability and EDI commitments. CFA’s sustainability-focused courses in sustainable exhibition making, art and ecology, circular design and creative diversity are designed to help creative professionals develop clear policies and practices, ensuring that future leaders in the sector bring sustainability and inclusion into every aspect of their work.”
The organisation has collaborated with businesses such as Virgin Media and Institute of Directors Ireland to develop and deliver programmes to support their employees and members, she adds.
“By working closely with employers to support staff development opportunities that foster alternative ways of seeing and doing, CFA can actively support organisations choosing to make more sustainable, diverse and inclusive initiatives across their workforce by embedding creativity and culture into their approach,” says Allen.
