A surge in interest in Diversity, Equity, and Inclusion (DEI) resources has been reported in the UK following the decision by former US President Donald Trump to withdraw federal support for DEI initiatives, prompting many global corporations to scale back or reverse their diversity commitments.
Compliance and diversity training provider Skillcast has recorded a 92% increase in engagement with its Protected Characteristics at Work guide—a resource outlining legally mandated DEI standards under the UK Equality Act 2010. The guide, which provides clarity on discrimination laws and protected characteristics such as race, gender, and disability, has seen both a sharp rise in page views and a notable increase in the average time spent on the page, now at five minutes per user.
Unlike in the US, where companies are reassessing their DEI commitments, UK businesses remain legally bound to uphold diversity and inclusion standards under the Equality Act 2010. The UK Worker Protection Act, introduced last year, has further strengthened workplace protections by imposing new obligations on employers to take “reasonable steps” to prevent sexual harassment.
This increased attention to DEI also coincides with Sexual Abuse & Sexual Violence Awareness Week, a timely reminder of the role that strong workplace policies play in safeguarding employees.
Despite legal protections, recent research indicates gaps in workplace DEI practices:
• Only 48% of women believe their employer has a clear policy against sexual harassment.
• One in 10 women have left their jobs due to insufficient menopause support, despite menopause-related discrimination falling under gender, age, and disability protections.
Vivek Dodd, CEO of Skillcast, warned that US businesses deprioritising DEI could have far-reaching consequences: “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.”
Dodd emphasised that, while DEI policies are being challenged in the US, UK companies must remain compliant with legal frameworks and ethical responsibilities:
“While some U.S. 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.”
Beyond compliance, he highlighted the business case for strong DEI policies, linking them to improved employee engagement, retention, and employer branding.
As UK businesses witness heightened demand for DEI resources, the debate around diversity in the workplace is set to continue. However, with legal obligations firmly in place, UK employers are expected to reinforce and strengthen DEI initiatives, ensuring workplaces remain inclusive, supportive, and legally compliant.
