The demand for diversity, equity, and inclusion (DEI) resources in the UK has surged following the decision by US corporations to scale back DEI initiatives.
This shift comes after former President Donald Trump withdrew support for federal DEI programmes, prompting several multinational companies to reassess their approach to workplace diversity. In the UK, compliance and DEI training provider Skillcast has meanwhile reported a 92 percent increase in interest in its ‘Protected Characteristics at Work’ guide.
The guide, which outlines legally mandated DEI standards under the UK Equality Act 2010, has seen a marked rise in page views over the past month. The average time users spend on the page has also increased to five minutes. The guide defines the nine protected characteristics under UK law, including race, gender, and disability, and explains the different forms of discrimination.
Unlike in the US, where DEI policies are being revised or reversed, UK companies remain legally required to ensure equal treatment of employees and compliance with anti-discrimination legislation.
Legal Compliance and Workplace Policies
Vivek Dodd, CEO of Skillcast, said, “President Trump’s executive order to cut federal DEI programmes, which promoted opportunities for under-represented groups, has led to widespread corporate retreats on DEI commitments and standards. 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.”
The heightened interest in DEI resources coincides with Sexual Abuse & Sexual Violence Awareness Week, which began on 3 February. Last year, the UK Worker Protection Act strengthened workplace protections against sexual harassment by introducing a legal duty for employers to take “reasonable steps” to prevent such behaviour.
A recent survey of over 1,000 women found that only 48 percent believe their employer has a clear policy against sexual harassment. Meanwhile, workplace policies on menopause support remain a concern. Despite menopausal symptoms being covered under gender, age, and, in some cases, disability discrimination laws, an estimated one in 10 women have left their jobs due to a lack of support.
Dodd added, “While some US businesses are moving away from DEI, UK companies remain legally required to uphold and safeguard diversity and inclusion standards under the Equality Act 2010 – emphasising the importance of ethical and legal compliance, regardless of the current political landscape.”
The Future of DEI in the Workplace
The debate around DEI policies is expected to continue as organisations reassess their approach. While legal requirements in the UK remain unchanged, the change in corporate attitudes internationally raises questions about the future of workplace diversity efforts.
Dodd said, “With a global spotlight on the value of DEI, Sexual Abuse and Sexual Violence Awareness Week is also a timely reminder of exactly why clear and reinforced workplace policies and compliance with equality standards matter. From addressing sexual harassment and discrimination around menopause to ensuring all employees are protected from unfair treatment or exclusion, robust DEI frameworks are essential for creating safer, supportive, and trusted environments for every employee.”
He added that maintaining DEI commitments can strengthen an organisation’s reputation and workforce engagement.
“Beyond ethical and legal considerations, reinforcing DEI standards – particularly in a time where the measures are being scrutinised – effectively demonstrates an employer’s resilience and commitment to fairness,” he said. “In doing so, companies set a workplace culture standard that strengthens their reputation amongst key stakeholders and enhances employee engagement, retention, and ability to attract top talent.”