President Trump’s decision to pull out of Diversity, Equity and Inclusion initiatives threatens to have a dramatic knock-on effect with major global corporations announcing plans to scale back or reverse their own DEI agendas.
Shortly after US government staff working on DEI schemes were sent home on paid leave, experts were questioning UK initiatives, particularly in light of Chancellor Rachel Reeves’ promise to crack down on “stifling and unpredictable regulation” across the economy to kickstart growth.
Toby Mildon, who runs his own inclusion consultancy, predicted that “some organisations might feel pressure to reconsider DEI efforts,” adding that “those committed to equity and inclusion recognise this as a moment to act decisively”.
But the following week, a leading diversity and inclusion training provider was reporting a 92% surge in interest in a bespoke guide to legally mandated DEI standards in the UK.
Skillcast reported that page views for the guide had risen by 92% in the past month, while the average time users spend on the page is now at five minutes – reflecting the growing demand for clarity on workplace discrimination laws.
The guide provides definitions for the nine protected characteristics that fall under the UK Equality Act 2010, including race, gender, and disability, as well as outlining the different types of discrimination.
UK companies are legally required to ensure all employees are treated equally and are not discriminated against based on defined characteristics. This growing interest in DEI further coincides with Sexual Abuse and Sexual Violence Awareness Week, which began on February 3.
Last year, the introduction of the UK Worker Protection Act strengthened protections for workers against sexual harassment under the Equality Act, levying a new duty on employers to take “reasonable steps” to prevent sexual harassment.
A recent survey of over 1,000 women found that only 48% believe their employer has developed a clear policy against sexual harassment. And an estimated one in 10 women have left their jobs due to poor menopause support, despite menopausal symptoms falling within the legally protected characteristics under gender, age, and, in some cases, disability discrimination.
Removal of Google’s principles re AI to avoid tech developments ‘that cause or are likely to cause harm’ is notable
Vivek Dodd, Skillcast’s CEO said Trump’s executive order “has led to widespread corporate retreats on DEI commitments and standards”, adding: “As a result, we’ve seen a rapid amount of polarised messaging that has left many companies uncertain about the need and the process for DEI agendas moving forward.
“By setting a precedent for companies to deprioritise DEI, this shift has risked stalling and reversing decades of progress in cultivating inclusive workplaces, potentially leading to decreases in employee morale, productivity, and retention – particularly among underrepresented groups.”
While some U.S. businesses mat be moving away from DEI, UK companies remain legally required to uphold inclusion standards under the Equality Act 2010, he added.
Jonathan Mansfield, Employment Law partner at Spencer West felt that the “political wind of change” in the US would indicate it may well become a lower priority for firms.
“Commitments even expressed in the most aspirational change with Google’s parent company Alphabet, removing a sentence in a report expressing commitment to DEI is striking,” he said.
“Further, removal of Google’s principles re AI to avoid tech developments ‘that cause or are likely to cause harm’ is notable, as one of the areas of concern in AI in relation to HR is use of tools with risk of bias against disadvantaged groups.
“Is this just superficial? After all McKInsey Research suggested that companies that ‘in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians”. Will business self-interest trump, the Trumpian view (excuse the pun)?
“The UK in any case bucks the trend with advance of legislation on third party sexual harassment, flexible working and plans to extend equal pay rights for ethnic minorities and disabled people: tech giants will have to live in this environment here and in Europe.”
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