As anti-DEI (diversity, equity, and inclusion) sentiment gains traction in the US, its ripple effects are being felt here in the UK – quietly and decisively. Following the election of Donald Trump overseas and a growing backlash against diversity, equity and inclusion, major corporations – including McDonald’s, Meta and Amazon – have scaled back or abandoned their DEI commitments. In parallel, some UK businesses have begun to dilute, sideline, or erase their own DEI work.
What may seem like a simple shift in language, is actually an erasure of terms such as ‘anti-racism’, ‘intersectionality’, and ‘inclusion’ to more generic umbrella HR terms. Meanwhile, the Financial Conduct Authority’s (FCA) and Prudential Regulation Authority’s (PRA) scrapping of proposed diversity target due to industry pressure, is another example of institutions backtracking when racial equity work becomes politically inconvenient.
DEI delivers tangible change
At BEO, we reject the idea that the continued delivery of DEI and anti-racism policies are simply a corporate “nice to have”. They are a moral, economic and strategic imperative. We unapologetically call on businesses and institutions to do more, not less to dismantle structural racism. Failure to continue to address inequity will lead to financial risk, deeper systemic inequality, and reputational harm.
There are, fortunately, some examples of social leadership in the UK. Many big companies such as EY and Co-Op are holding firm on DEI commitments. Under Nathan Coe’s leadership, Autotrader has doubled the intake of Black employees from 5% to 10% in two years and I had the pleasure of hearing about their significant anti-racist policies at the Parker Review launch at the House of Parliament in April. This is proof that intention paired with action can creates significant positive results.
Furthermore, DEI initiatives are not just a tick-box exercise, but actively benefit businesses. McKinsey found that companies in the top quarter for gender diversity on executive teams were 25% more likely to have above-average profitability compared with those in the fourth quartile. Black, Asian, and Minority Ethnic groups account for more than £300 billion in purchasing power. Black communities are not passive consumers – we are active and discerning stakeholders. We are choosing to work for, buy from, and partner with organisations that reflect and respect our lived experiences.
This is about equity, not optics
Despite some progress, Black representation in leadership remains unacceptably low. According to the Parker review, Black executives held just 1.2% of FTSE 100 positions, despite representing nearly 4% of UK population. Having policies in place which advocate for Black people to reach those positions of leadership is essential to decreasing the ethnicity pay gap. Ensuring Black voices are present at the table in shaping decisions and not just implementing them, ultimately results in a more inclusive and equitable society. One of the key themes in our Black Britain’s Mandate is equity in leadership and through our Black Equity Index, BEO is supporting companies to measure progress, identify blind spots, and implement meaningful interventions to create fairer workplaces.
Additionally, seeing Black people in leadership positions empowers future generations. Having Black people in positions of power has a ripple effect on other aspects of life. While 68% of white households own their homes, only 40% of Black Caribbean households and 20% of Black African households own their home. Having more Black people in employment decreases the poverty level and by reducing the poverty level, access to healthcare, education, housing, and justice all increase exponentially. In addition, more and true representation leads to more culturally sensitive practices which improves health and economic outcomes for Black communities.
Black women are at the sharpest edge of inequality
In 2023 women led 10.4 per cent of the Fortune 500 companies, yet just two of them were Black. Black women are often underrepresented and held back in their career progression due to systemic racism and sexism. DEI initiatives can help tackle this lack of representation at a senior level by encouraging Black women to apply for more senior roles, and ensuring a work environment where Black people can thrive and develop in their careers. Following the launch of our Black Britain’s Mandate last year, we will be advocating for the implementation of the Mandatory Ethnicity Pay Gap to ensure Black people, notably Black women who are paid less than their male counterparts, are paid a fair and equal salary.
Intersectionality must not be disregarded
Disability, sexual identity, and ethnicity intersect in ways that compound discrimination. Stonewall found that 1 in 8 Black, Asian and minority ethnic LGBT+ employees (12%) have lost a job in the last year because of their sexual identity, compared to 4% of white LGBT+ staff. Meanwhile, the disability employment gap is widest for Black disabled individuals at over 26%. Disabled people of all ethnicities are less likely to be in employment compared to their non-disabled counterparts, with people of Indian ethnicity having the highest disability employment rate (68.5%). Black disabled people often face ‘double discrimination’, which leads to increased economic and healthcare inequalities. These are the realities DEI and anti-racist policies must confront – when workplaces are inclusive and representative, everyone benefits.
Now is not the time to retreat
We cannot allow the pendulum to swing backwards under pressure. We need strong leadership – the kind that speaks plainly about racism, acts decisively and refuses to retreat when it becomes uncomfortable.
If you believe in building a more equitable society, join us.
The future of DEI and anti-racist policies is under threat – now more than ever is the time to defend it with courage, clarity, and collective commitment.
Support us by donating to our organisation: Make a donation to Black Equity Organisation. Each donation helps bring us one step closer to dismantling systemic racism.
