It’s no secret that the US, with the Trump administration’s renewed focus on dismantling government-led DEI efforts, is sparking a shift among major companies.
The question for British business leaders is whether to follow suit — or whether they might regret cutting back on policies designed to foster more diverse, equitable and inclusive workplaces.
What’s clear from fresh research is that the most successful DEI strategies are those woven into a company’s core values and day-to-day operations. Treating them as an afterthought or a separate programme is where things often go wrong. Worse, cosmetic gestures can alienate those who feel left out — turning what should be a collaborative mission into a source of division.
Focus on leadership and data
Leaders and managers who actively promote inclusive thinking set the tone. This starts with the ability to coach teams, tailoring conversations to individual needs, and encouraging honest, open dialogue. Pay attention to who gets listened to in meetings and who might be talked over or overlooked. Make sure people receive credit for their ideas — and that standards apply equally, irrespective of background, role or seniority.
At the same time, track the data. Monitor who is joining your organisation, who is being promoted and whether any unconscious bias creeps into assessments. Targets and measurement still matter. Recent history shows that clear goals have driven progress on issues like gender pay gaps and women on boards.
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