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Learn more and get supportedA statement on the recent changes brought in by the new US government from Inclusive Employers’ Managing Director, Janet Tidmarsh:
One of the first actions the new US government’s administration has taken in office has been issuing executive orders targeting diversity, equity, and inclusion (EDI) work, affecting thousands of people and creating an unsettling climate. It’s a frightening time for many, and we know from our global clients that many of you are facing increased pressure to reconsider your EDI efforts.
In the first few days the new administration has declared that the US will only recognise “two sexes”, has rolled back on immigration rights including the end of ‘birth right citizenship’, and has halted all EDI programs within the federal government.
At Inclusive Employers, we are deeply saddened by these actions, which do not reflect the values we uphold. These actions may be worrying for you, and for your colleagues, particularly those working in the US or for American companies. Similarly, in our globally connected world the anti-EDI rhetoric coming from the US may have an impact on how UK organisations view EDI activity.
Despite these challenges, the core principles of EDI remain vital:
- Organisations will always need to attract and retain great people.
- The world is wonderfully diverse in so many ways—a workforce that reflects its diverse customer base will always have a competitive advantage.
- Whatever terminology you use—EDI, talent, culture, or excellence—the evidence is clear: a diverse, inclusive workforce drives business success.
- Many people—including me and my team at Inclusive Employers—are passionate about living in a fair and just world.
Our advice to HR & EDI Professionals:
- Map your EDI activity with your wider business strategy and goals, so that anyone in your organisation can see how they align.
- Make sure you are rigorous with the impact of your actions and the difference the work makes in your organisation.
- Be ready to be challenged around the topic and use it as a chance to educate your organisation and provide support.
- All EDI work connects into wider People and Culture themes—make those connections more explicit for your internal teams.
- And finally, consider the impact this change could have on you and your colleague’s wellbeing. Proactively focus on wellbeing and support for colleagues, especially those most likely to be affected by current events.
For anyone feeling disheartened, worried, upset or angry, know that you’re not alone. At Inclusive Employers, we are here to support you – please get in touch using the form below.
Get in touch for support
At Inclusive Employers, we are dedicated to helping organisations build inclusive workplace cultures where everyone feels valued and empowered. From partnering with us through membership, or supporting your organisation through tailored consultancy, training or becoming an accredited inclusive workplace—we can help strengthen your approach in challenging times.