Join us at our Next Free Webinar

Understanding Toxic Masculinity & How It Can Affect Men in the Workplace
Date: Wednesday 28th October – 12:30pm – 1:30pm

The term "toxic masculinity" is often misunderstood. Join Diversiti UK for a practical webinar exploring how harmful expectations around masculinity can affect men's mental health, workplace culture and psychological safety; and discover how organisations can create healthier, more supportive environments for everyone.

✓ Understand what "toxic masculinity" really means
✓ Support men's mental health and wellbeing
✓ Create healthier workplace cultures
✓ Free recording and resources

Save Your Spot
By /

The Global EDI Rollback: What UK Organisations Must Learn from the US

In the past decade, Equity, Diversity and Inclusion (EDI) has emerged as a cornerstone of ethical business and progressive leadership. Something to be welcomed in creating fairer workplaces and wider society. Conversely by 2024 we began to see a shift especially in the United States. Major corporations began an EDI rollback, scaling back their EDI programmes, citing political pressures, budget cuts, or “strategic refocusing.”
At Diversiti UK, we believe these changes are not only cause for concern but they should be a wake-up call for UK-based employers, particularly those who see inclusion and inclusivity in the workplace as more than a corporate slogan.

What’s Happening in the US?

  • Tech giants like Google and Meta have reduced their DEI staff by up to 50% since 2023
  • High-profile lawsuits (e.g., alleging “reverse discrimination”) have slowed investment in race and gender-specific initiatives
  • Political rhetoric from certain states has led to DEI being reframed as divisive or being too “woke”
  • Some companies have gone from publishing bold EDI pledges to silently removing diversity targets from their websites

So, what is the result of this EDI rollback? Progress in representation, safety, and equity is under threat not because it failed, but because it succeeded in challenging power structures.

Why the UK Cannot Afford to Follow

  • UK-based subsidiaries of US companies often adopt the parent organisation’s policies and priorities
  • Media narratives portraying EDI as costly or performative are growing even louder
  • There is growing “EDI fatigue” among teams asked to deliver inclusion outcomes without strategic support or resourcing

If we are not careful, we risk turning this EDI rollback into a cautionary tale, rather than keeping EDI as the transformational framework it was meant to be.

What UK Leaders Can Do — Now

  • Reframe EDI as Core to Risk and Strategy and not just an HR issue: Don’t fit EDI initiatives into solely learning and development. Integrate it with risk management, governance, and business development.
  • Be Transparent and clear about what you plan to do: Your teams, clients, and stakeholders can spot tokenism. Be honest about where your organisation is at with inclusivity in the workplace.
  • Lean heavily on ‘Lived Experience’ responsibly: Value the insights of staff and communities who experience exclusion but don’t ask them to do all the heavy lifting or to have all the answers.
  • Invest in the long term: Cutting EDI roles and initiatives now may feel efficient but the reputational, legal, and human cost will echo for years.

Final Thoughts

  • The EDI rollback in the US is a timely reminder of a harsh truth: progress isn’t guaranteed.
  • Here in the UK, we still have an opportunity to protect what works, improve what doesn’t, and lead with values such as inclusivity in the workplace that endure even when headlines shift.
  • Let’s not wait to defend inclusivity and diversity. Let’s build it into the heart of how we work before someone else decides it’s optional.
Scroll to Top