Employers expect rollback of EDI policies in the US to also impact British workplace
Occupational Health Assessment Ltd.’s survey finds that reversal of Equality, Diversity & Inclusion (EDI) plans divide opinions of UK Human Resources professionals.
A survey of more than 140 UK employers, including senior Human Resources, Finance and C-Suite professionals suggests almost 7 in 10 (69%) expect the rapid retreat from workplace diversity and inclusion projects in the United States to have at least some impact on the British workplace & existing EDI policies.
The survey took place at the quarterly Occupational Health Assessment Webinar just just 24 hours after Donald Trump returned to the White House. It also took place on the day that the new President signed executive orders suggesting that the United States government would now only recognise two genders and that government agencies should cease EDI programmes. Yet in reality the retreat from such policies in the United States has been gathering momentum for some months.
Steve Herbert, Brand Ambassador at Occupational Health Assessment Ltd commented;
“Reports in the American media suggest that a number of major employers – including many that have a very significant employment and business presence here in the United Kingdom – have formally announced the curtailment or complete rollback of elements of their previously established and promoted EDI policies. This process appears to have begun in the middle of 2024, and the number and scale of such announcements has increased rapidly as the Presidential inauguration approached.
This raises the important question as to whether those same employers will change their approach to EDI policies here in the UK. And, if so, what impact that will have on workplace culture, engagement, productivity, and employee wellbeing.”
The research found that 69% of employers thought there would be some changes made to the British workplace as a result of the US reversal on EDI policies. Only 6% of respondents thought those changes would be major in nature. Just 16% of employers thought there would be no change here in the UK, with the same number currently unclear as to what might happen.
The survey also found a divergence of opinions about curtailment of EDI policies here in the UK. Nearly 4 in 10 respondents (37%) agreed with the rollback of at least some measures on this side of the Atlantic. This figure includes 32% who feel that some aspects of EDI policies require change, whilst and a further 5% consider that EDI has already gone too far in the British workplace.
Yet the majority of UK employers (53%) continue to support equality and diversity policies. More than 1 in every 5 (22%) would like to see EDI initiatives strengthened further, and 31% felt current EDI initiatives were currently “about right”.
Magnus Kauders, Managing Director of Occupational Health Assessment Ltd, commented;
“It will be interesting to see if US parent companies expect their UK subsidiaries to follow suit in curtailing workplace EDI initiatives, not least because it would appear to conflict with some aspect of the government’s ambitious “Making Work Pay” plans announced last year. We will watch developments in this space with interest.”