Most UK organisations are holding steady in their commitment to Equality, Diversity and Inclusion (EDI) initiatives, even as major US companies scale back their efforts, a new survey conducted by HRreview has found. The vast majority of respondents, or 85%, reported no significant changes in their organisation’s approach to EDI in recent months.
The findings come at a time when the US is experiencing a major retreat from corporate DEI programmes. Under President Donald Trump’s orders, key federal DEI policies have been dismantled, while large corporations — including Meta, Amazon, McDonald’s and Walmart — have reduced or scrapped their DEI commitments. But in the UK, businesses appear to be staying the course.
No Major Shift in EDI Priorities
According to the survey, most organisations reported no recent changes to their EDI strategies. Some — around 7% of respondents — have even increased their investment in EDI, while only a small number, 6%, indicated a decrease or fund reallocation. Budget constraints were cited as the primary reason for cutbacks, rather than a strategic move away from inclusion efforts, with 75% of those who took part saying finances were to blame.
Despite financial pressures, businesses continue to recognise EDI as an integral part of their strategy. Most respondents, or 75%, said their organisation’s EDI policies are moderately aligned with their core business objectives, while a smaller group, 13%, reported strong alignment.
How HR Teams Are Handling “Anti-Woke” Sentiment
With debates around “woke” culture and diversity policies gaining traction in the UK, HR teams are facing questions about how to navigate internal tensions. Respondents provided insights into how their organisations are managing these challenges.
One HR professional noted that “discussions at training and team meetings” have been key to ensuring workplace harmony. Another described their workplace as “largely liberal, pro-EDI staff, so the conflict does not impact internal relations in that sense”.
For some, the issue is not about addressing internal divisions, but about continuing to advocate for inclusion. One respondent, working in the theatre sector said:
“We explain how [our organisation] has always been an inclusive theatre, with an EDI ethos at the forefront of everything we do. We talk about perhaps changing the language we use and how we will continue to champion EDI in every aspect of life.”
Another HR leader said:
“We haven’t experienced a conflict between government-led EDI mandates and ‘anti-woke’ sentiments. Where we have experienced conflict, this has been regarding flexible working practices (specifically hybrid working/flexi-time) with the two [workforce] requirements sometimes at odds with employee preferences. This is particularly noticeable in our younger workforce and those with caring responsibilities.”
Other respondents took a practical stance, with one stating: “We apply the law. As a public sector organisation, staff need to deliver on our targets at work. In line with the law, staff are free to think however they wish, but they do need to be mindful of their impact on others.”
Regulatory Changes Under Labour
The survey also explored how organisations are preparing for potential EDI-related policy changes under the Labour government. While few said they feel “very prepared”, the majority described themselves as “somewhat prepared”, suggesting that many businesses are anticipating adjustments but have yet to take concrete steps.
To ensure compliance, many organisations have focused on improving internal monitoring and reporting. Others have engaged external EDI advisors or revised recruitment and promotion policies to ensure alignment with upcoming legislative changes.
While US companies have faced increasing backlash over their diversity commitments, the HRreview survey found that most UK organisations have not experienced notable conflicts over EDI. But generational tensions over “woke” versus traditional workplace policies were observed in some workplaces, though they were generally described as “somewhat noticeable” rather than a serious source of division.
Most businesses also reported no significant increase in staff turnover related to EDI policies, with only a small number noticing a slight rise in departures.
While US companies face growing political and financial pressure to roll back DEI efforts, UK organisations appear to be maintaining their commitment to EDI. Although financial constraints and regulatory uncertainty are factors, most businesses are sticking with their existing EDI strategies rather than scaling them back.
With potential policy changes on the horizon under the Labour government, experts say organisations will need to remain adaptable. But the survey findings suggest that EDI remains a priority for many UK employers, even amid global shifts.