If you’ve been following the headlines recently, you’ll have noticed a bit of a trend emerging across the pond. A growing number of big US companies, including JPMorgan Chase and IBM, have started rolling back their commitment to EDI (equity, diversity, and inclusion) programmes. Some are citing “tensions” with other business priorities, while others are responding to political and legal pressure.
Here in the UK, however, the picture looks very different.
A new report from the Institute of Student Employers (ISE) has just landed, and it shows that UK businesses are continuing to invest in EDI. Despite the noise coming from abroad, employers here are holding firm. There’s no widespread retreat, no mass dismantling of teams, and no U-turns on strategy. In fact, many are doubling down.
So, what does this mean if you’re a graduate about to enter the workforce? Or if you’re an employer wondering whether to keep pushing forward with your commitment to EDI? Here’s what you need to know.
UK Employers Are Still Investing in EDI, and Here’s the Proof
According to the ISE’s Student Recruitment Pulse Survey, the vast majority of UK employers remain committed to their equity, diversity and inclusion strategies. Some are even expanding them.
Here are some key findings from the 68 employers who responded to the survey:
- 90% of surveyed employers say EDI is still a priority.
- Two-thirds have maintained investment in EDI activity over the past year.
- 10% are working to increase their commitment to EDI.
- Only one company plans to reduce their commitment to EDI.
This contrasts sharply with the US, where major companies like Google, Meta and Walmart have scaled back public commitments or cut EDI teams. The shift there seems to be more influenced by political pressure than by evidence-based strategy.
In the UK, businesses are staying the course for more practical reasons.
Why British Businesses Are Staying the Course
In the UK, a commitment to EDI is not just a moral stance. It is a smart business move that consistently delivers results.
At Aspiring to Include, we have written plenty of blogs about the positive impact of inclusive workforces. Better performance, stronger teams, higher retention, more innovation. None of this is wishful thinking. It is backed by hard data and years of lived experience from employers across the UK.
Take social mobility, for example. The Social Mobility Commission has shown that employers who look beyond the usual group of elite universities do more than widen access. They build teams that are more loyal, more grounded in the real world, and often more effective over the long term.
At the same time, the work is far from over. The Broken Ladders report by the Runnymede Trust (2022) laid bare the reality that ethnic minority employees still face significant obstacles in recruitment, progression, promotion, and leadership. It’s important to note that these are not historic issues. They are current and persistent, and they impact careers every single day.
This is where EDI work really matters. It’s a method of fixing the structural and systemic problems that still hold people back and building better organisations while doing it.
For Students and Graduates: What This Means for Your First Job
If you’re stepping into the workforce this summer or preparing to start your career in September, this should feel reassuring. Despite what you might be seeing in international headlines, most UK employers are still taking inclusion seriously.
That means:
- Graduate schemes and internships are continuing to adapt with equity in mind.
- Application processes increasingly include adjustments and flexible formats.
- Employee networks supporting LGBTQIA+, disability, and ethnic minority staff are active and valued.
- Tools like name-blind recruitment are being used to reduce bias during shortlisting.
Some employers are also working on inclusive onboarding, ensuring that your first few weeks at work are welcoming and accessible, no matter your background or needs.
And if you’re wondering whether this is just a phase, it isn’t. The commitment to EDI in the UK is becoming part of how companies operate day to day.
For Employers: Why Rolling Back EDI Is a Mistake
Some employers may be tempted to “pause” their EDI efforts or shift focus onto other priorities. But doing so sends the wrong signal, especially to Gen Z, who are your newest recruits.
A recent Monster survey showed that 83% of Gen Z candidates consider inclusion a key factor when choosing an employer. If your organisation appears to deprioritise inclusion, you risk losing out on talented individuals who are looking for purpose, belonging and fairness in the workplace.
It’s also worth noting that cutting EDI efforts doesn’t solve problems. It often creates new ones. A lack of representation can lead to higher turnover and a narrower customer perspective.
A Quick Word on Language
You might see different terms used in this space. In the US, “DEI” (diversity, equity, inclusion) is more common. In the UK, “EDI” is the usual acronym, though some organisations add terms like “belonging” or “justice” into the mix.
Whatever the combination, the goal is the same: to create workplaces where fairness is expected, inclusion is embedded and everyone has a chance to succeed.
The Future Is Still Inclusive
Despite some global shifts, the UK is not following the same path. There is no EDI backlash here. Instead, we’re seeing more commitment and more practical steps to build inclusive organisations.
If you’re a jobseeker, this means there are employers out there who will value you for who you are.
If you’re an employer, it’s a reminder that your efforts matter and that they’re noticed.
At Aspiring to Include, we only work with inclusive employers. They’re here to build environments where everyone has the chance to thrive, contribute, and grow.
Find Inclusive Opportunities Today
If you’re ready to take the next step in your career, explore roles with inclusive employers on the Aspiring to Include jobs board. Whether you’re just starting out or looking to grow within a supportive organisation, your future begins here.
