GUEST BLOG: In the contributed blog post, Gary Ford, managing director of Men for Inclusion, explains the diversity trends he has seen in the wake of news from the US, as well as how we can tackle them.
For years, we’ve talked about the backlash against Diversity, Equity, and Inclusion (DEI). But we’re beyond that now. We are witnessing a full-scale revolt and fierce retaliation in the US, led by the “Presidential Resistor In Chief” Donald Trump.
For those of us who have worked to create a more equitable and inclusive workplace culture, particularly within technology – a very male dominated sector for decades, this initially feels incredibly frightening.
But if we step back and look at the longer arc of history, systemic change, particularly around culture, never flows smoothly. Progress often feels difficult and painful at points along the way. Perhaps, once we get past initial feelings of fear, things are not as bleak as they seem.
In recent years, we can see how certain diversity initiatives have been perceived as divisive, how they could be seen as pitting one group against another with a debate about which groups in society need the most help.
However, if this leads to more conversations about inclusion; more discussion about how we all can benefit from better workplace cultures, maybe this becomes an opportunity; an opportunity to find better ways forward.
So, how are organisations responding. And how should they?
At Men for Inclusion, we see four key ideas emerging.
1. Eliminate DEI Programs Completely
Some companies, particularly those with U.S. federal contracts, are choosing to shut down their DEI efforts altogether. This would appear to be a short-sighted move that prioritises immediate gains over long-term success.
If you’re a woman or from a traditionally under-represented ethnic group, LGBTQ+, or have a disability, and your company suddenly abandons DEI, what does that say to you? There is a very strong chance that you are likely to start reconsidering your career options. While the job market may not be ideal for a current change in position, in the long run, this strategy will surely hurt these businesses by making them less attractive to diverse talent.
2. Adjust or Rebrand DEI Efforts
Some companies are tweaking their approach by downplaying the word “diversity” while still working to create a better workplace culture. In our business, we have long advocated for a stronger focus on inclusion.
Overemphasising diversity numbers has possibly fuelled the false narrative that companies are hiring unqualified people just to meet quotas. This is the kind of zero-sum thinking that Trump and his acolytes are suggesting; that it has somehow led to companies hiring completely unqualified people to tick a diversity box. There is no empirical research to back up this claim.
A shift toward inclusion helps counteract that misconception. For example, McDonald’s recently adjusted its DEI programs to focus more on inclusion rather than diversity alone, despite the negative headlines that they were abandoning them altogether.
This subtle change allows companies to keep DEI principles in place while avoiding culture war battles.
3. Emphasise Culture and Behaviours
Another approach is to focus on company values and expected workplace behaviours. In the UK, this aligns with worker protection laws introduced in late 2024.
The key idea is that we have a set of values as an organisation, a set of expectations of the behaviours of everyone within our workplace. When people fall short of meeting those expectations then we provide the right feedback, the right support, the right guidance, perhaps even the right training to help them improve.
As evidenced in our book, The Accidental Sexist, most people have good intentions but sometimes make mistakes based on pre-conceived expectations of different genders, ethnicities, etc.
However, if someone repeatedly ignores these expectations, companies do need to take action. Some companies have already started doing this, recognising that cultural integrity is more important than short-term financial concerns. In the last 18 months, we have spoken to several CEOs who talked about how they had let go financial top-performers because of the negative impact to their colleagues.
4. Double Down on DEI
Some organisations see this revolt as an opportunity rather than a threat. Instead of retreating, they are strengthening their DEI efforts to attract top talent. Companies that create inclusive workplaces will have a competitive edge in the ongoing “war for talent.”
A great example is the Co-Op Bank, which is doubling down on DEI to build a thriving, future-ready workforce.
The Best Path Forward
Out of these four options, eliminating DEI (#1) is a losing strategy in the long run. The most effective approach is a combination of #4 (doubling down on DEI), #2 (prioritising inclusion), and #3 (aligning values and behaviours). Companies that follow these paths will be on the right side of history in the next 5 to 10 years.
At Men for Inclusion, with a UK-centric client base, we are yet to see the full impacts of the Trump agenda, but so far, we do not see many companies taking approach #1.
Despite the current economic and geo-political headwinds, we are confident that those taking the bolder approach will succeed.