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How will Trump’s anti-DEI policies affect programmes in the UK?

Trump’s measures do not affect private companies, but he has asked the attorney general’s office to urge firms to “end illegal discrimination and preferences" - Library of Congress Prints & Photographs Division

US President Donald Trump used executive orders to scrap his predecessor Joe Biden’s order that all federal agencies have to come up with equity plans. Trump has also ended diversity, equity and inclusion (DEI) activities in the federal governments.

Trump ordered all US government staff working on DEI schemes to be put on immediate paid administrative leave.

Toby Mildon, founder of inclusion consultancy Mildon, said that the move was likely to cause companies outside of the US to reconsider their DEI programmes.

He told HR magazine: “While some organisations might feel pressure to reconsider DEI efforts, those committed to equity and inclusion recognise this as a moment to act decisively.” 

However, Hanna Naima McCloskey, founder of DEI solutions agency Fearless Future, said that UK employers have no reason for amending their DEI strategies at this time, except to strengthen them by making them more ambitious and evidence-based.

“The US legal terrain has no jurisdiction anywhere else in the world. In any case, a one-size-fits-all approach to DEI is always best avoided,” she told HR magazine.

She added: “We advocate a ‘build global, think local’ approach to DEI, one that attends to regional specificities. This is both an effective method and a defensive approach when it comes to delinking US ripples from efforts elsewhere in the world.”

Trump’s measures do not yet affect private companies, but he has asked the US attorney general’s office to give recommendations to encourage the private sector to “end illegal discrimination and preferences, including DEI”.

The CIPD commented on Trump’s decisions during a statement from chief executive Peter Cheese, published on LinkedIn. Cheese said that DEI has become "increasingly politicised and fragmented".

Cheese said: “This is a time and opportunity to reflect on progress, and evidence for DEI initiatives emphasising relevance, actionability, and outcomes.”


Read more: What's driving DEI pushback, and how can we get it right?


Trump’s efforts could bolster DEI critics globally, said Darain Faraz, co-founder of People Like Us, a non-profit that supports ethnically diverse communications professionals.

Speaking to HR magazine, she said: “The decision to dismantle federal DEI programmes in the US is a stark reminder of how fragile progress can be when equity is politicised. While this move directly affects US workers, its ripple effects will be felt globally, including in the UK. 

“Many organisations take cues from US corporations. The danger is that this rollback could embolden critics here to undermine vital DEI efforts.”

But inclusion at work has a strong grounding in employment law and will not be easily eradicated in the UK, according to Aggie Yemurai Mutuma, CEO of inclusion consultancy Mahogany Partners.

“While this will undoubtedly have an impact in the UK, the commitment to diversity and inclusion remains strong, supported by robust legal frameworks and societal values,” she told HR magazine. 

“The incoming Employment Rights Bill emphasises the importance of creating safe and inclusive workplaces, and we have the recent focus on preventing sexual harassment. This legislative direction underscores the requirement for organisations to adopt proactive measures to prevent harassment and foster a culture of respect and inclusion.”

Mutuma said that although the US decision is a setback, it serves as a reminder of the ongoing work needed to advance DEI globally.

“HR leaders in the UK should reaffirm their commitment to DEI by leveraging data to showcase its positive impact on organisational outcomes and employee engagement,” she said. “Engaging senior leadership as advocates and providing education to dispel misconceptions about DEI are crucial steps in maintaining momentum.”

Mildon added that employers should consider how the US mandates may affect their people: “For example, transgender and non-binary employees may feel particularly unsettled. 

“Meaningful actions, like asking how to support transitioning coworkers, using chosen names and pronouns, and checking in with care, can foster safety and inclusion. These small gestures build trust and show solidarity.”


Read more: DEI backlash: Don't throw the baby out with the bathwater


He also emphasised the importance of including everyone in DEI efforts: “A misconception I hear is that 'middle-aged, straight, white men' are excluded from diversity. This couldn’t be further from the truth.

“Think of diversity as an iceberg: visible characteristics – like a physical disability or skin colour – are just the tip. Beneath the surface are the hidden aspects of who we are: social class, growing up in a rural area, being introverted, or having different life experiences. 

“The goal is to respect those differences and harness them to create inclusive cultures that value lived experiences.”