The dangers of diversity, equality and inclusion rollbacks

Since President Donald Trump moved back into the White House, diversity, equality and inclusion [DEI] rights in the US have rolled backwards at an alarming rate, impacting business and employment within the US and reducing several gender equity and broader DEI initiatives through executive action and policy shifts.

So, what does this mean for business and DEI initiatives within the UK, and how, if at all, is it affecting us? According to the UK Government Gender Pay Gap Service, the beginning of 2025 showed a continuing downward trend of the mean gender pay gap, narrowing to 6.9%, from 8.2% in 2023. However, as of July 2025, the overall national average has stalled. Whether this can solely be attributed to developments in the US or not, this is a stark reminder that progress within areas such as this can be easily impeded -- visibility of statistics and targets is paramount to keep driving forward and initiating change.

Transatlantic differences

Overall, the UK is showing less evidence in the rolling back of DEI initiatives, with the BBC reporting that some UK linked businesses are re-affirming their diversity goals and maintaining a distance from their US counterparts. However there are some signs of regression among certain sectors in both DEI outcomes and transparency. This may in part be due to the US’s current political climate but is a shift that has been building previously as companies measure impact versus gain across their initiatives.

UK businesses have largely continued to report on gender pay gaps, particularly among large employers -- those with more than 250 employees take part in mandatory reporting for annual gender pay gap data. FTSE 350 companies can also participate in the FTSE Women Leaders Review, a government-backed initiative which holds strong reputational kudos for the businesses involved and uptake is high. Yet we still have a long way to go in terms of gender equity and DEI initiatives within the workplace, especially to board and executive director positions. It is vital to look to the businesses setting the best examples on striving to reach gender parity; increasing diversity and inclusion; who are reporting on voluntary statistics and driving impactful change to create a better, stronger and more diverse workforce.

Looking closer to home

During times like this it is key to look at the business you work for, what and how it is reporting its stats, as well as how it is showing up to represent its commitment to diversity and women in project management. This is notably the case within male dominated areas, such as STEM and defence. For example, The Women in Defence charter, whose key aim is to ensure that companies reach 30% of women within their workforce by 2030, and looks to set internal targets for gender diversity across all levels and functions, has become a strong and visible benchmark, drawing interest from top female talent and boosting recruitment, as well as being a marker of retention of staff for all signatories.

We can also look to the APM Women in Project Management Interest Network, a group of amazing volunteers who host an annual conference showcasing the current and systemic issues surrounding female project professionals. This group works to inform and educate, supporting personnel and businesses to help ensure an equitable work environment is created for all. Never has it been so important to push forward as we know that diversity and inclusion only strengthens businesses and boardrooms -- we need each other to help unearth blind spots or to work through a complex issue, and identify risk and error can be compromised

Talent will vote with their feet

I work for a company that supports its workforce, actively promoting and supporting International Women’s Day, Women in Engineering, and has piloted a female mentoring programme. It aims to upskill and retain staff, allowing mentees’ time with experienced and skilled senior colleagues to fully unlock their potential -- recognising that their transferable skills are highly sought after and enhance the business overall.

Companies always need to bear in mind that people can and will vote with their feet. Statistics show that three in five employees within the UK would leave if they saw their company rolling back on DEI initiatives and funding. We are a clear stakeholder in our businesses and one that should always be treated fairly, with equitable standards upheld and applied. The US’s rollback on DEI and women’s rights should be seen as a cautionary tale of what we do not want to allow within the UK, neither personally nor professionally, and drive us into action, transforming tomorrow for the benefit of all project professionals.