Nearly 4 in 10 or 37 per cent agree with the rollback of some EDI measures in the UK following Trump signing executive orders for government agencies to cease EDI programmes, according to Occupational Health Assessment.
The survey, which included senior human resources, finance, and C-suite professionals, of more than 140 UK employers finds that almost seven in ten, or 69 per cent, expect the rapid retreat from workplace diversity and inclusion projects in the US to have at least some impact on the British workplace and existing EDI policies. Only 16 per cent of employers thought there would be no change in the UK, while the same number are unsure.
The 37 per cent figure includes 32 per cent who feel that some aspects of EDI policies require change, whilst a further 5 per cent consider that EDI has already gone too far in the British workplace.
However, 53 per cent of UK employers continue to support equality and diversity policies. Meanwhile, 22 per cent want to see EDI initiatives strengthened further, and 31 per cent feel that current EDI initiatives are “about right.”
Occupational Health Assessment brand ambassador Steve Herbert says: “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 of course employee wellbeing.
Occupational Health Assessment managing director Magnus Kauders says: “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.”