A Turbulent Time for Diversity, Equity and Inclusion
Written by James Beiny, ESG Manager
The changing political landscape on DEI
Diversity, equity, and inclusion (DEI) initiatives have become pivotal for businesses aiming to ensure fair representation and equal opportunities in the workplace. However, recent political shifts in the US have sparked a backlash against DEI efforts, with ramifications being felt across the globe.
Within a few days of taking office in January 2025, Donald Trump signed two executive orders aimed at dismantling DEI programmes within the federal government. One overturns efforts made under Joe Biden’s presidency to boost DEI programmes in the federal government, while the other bans the federal government from implementing any DEI measures. Ultimately, Trump’s executive orders have undermined efforts to support underrepresented groups, including racial minorities, women and LGBTQ+ individuals. Since then, several major US companies, particularly in the tech and finance sectors, have scaled back their own DEI measures.
For example, Google announced it would review its diversity initiatives and abandon a goal to hire more employees from historically underrepresented groups. The company also removed references to key cultural events, such as Black History Month, LGBTQ+ Pride and Women’s History Month, from its calendars. Other prominent US-based corporations, such as Amazon and Meta, have similarly rolled back their DEI programmes following Trump’s actions.
How are these changes impacting the UK?
Businesses with operations in the US, especially those with ties to the Silicon Valley, have dialled down their DEI initiatives. For instance, Deloitte announced that it will be ending its DEI programme and instructed employees working on US government contracts to remove pronouns from their email signatures. This highlights the growing influence of US politics on corporate culture worldwide, including in the UK.
Why should businesses not scale back on DEI?
Employment lawyers have warned that companies embracing trends observed in the US risk legal and reputational consequences. Indeed, many UK businesses are still legally required to report on diversity metrics, such as the representation of women and ethnic minorities in leadership roles. Moreover, companies that scale back their DEI efforts may struggle to attract younger talent. Surveys consistently show that Gen Z, which constitutes those born between 1995 and 2012, prioritise working for organisations that reflect their values, including DEI. Consequently, companies that abandon DEI initiatives risk alienating this demographic, hindering their ability to recruit from a larger pool of talent.
How is Ward promoting DEI?
Ward is committed to shaping a workplace environment that ensures our employees feel welcomed, supported, respected, and able to achieve their full potential at work. Our Equal Opportunities & Dignity at Work Policy guides our approach to ensuring all staff are treated fairly, and we have a suite of policies in place to support women in the workplace. We also internally promote the Women in Security Awards, which serves to recognise and honour the value, achievements and contributions of women in the security industry. In 2025, we will also develop a suite of educational materials on DEI to improve knowledge and understanding among employees of its importance.
Embracing DEI is fundamental to build fair and inclusive workplaces that provide equal opportunities to all. Despite the turbulence in the US, businesses should continue to prioritise DEI, not just to remain legally compliant, but to maintain a happy workforce and drive commercial success.
