In 2025, equity, diversity, and inclusion (EDI) faced major setbacks in the US, with Meta scaling back programmes and the Trump administration eliminating federal initiatives—moves that impact the UK and the global fight for inclusion. Darain Faraz, co-founder, Braver/People Like Us, discusses what the industry's game plan should be.

People Like Us recently launched the #NameTheBias campaign, a powerful initiative aimed at confronting the insidious issue of name bias in hiring practices. Research lays bare the stark reality: candidates with ethnic minority names must submit 60% more job applications than their white counterparts just to secure an interview. At the heart of the campaign is a poignant film (watch here) that vividly illustrates the cascading effects of racial bias in the workplace, the campaign was amplified with striking billboards across London. The campaign also advocates for systemic reforms, including mandatory ethnicity pay gap reporting, urging employers to tackle the inequalities that hinder the career progression of ethnically diverse talent.

The year 2025 has already been marked by significant setbacks in the equity, diversity, and inclusion (EDI) landscape, particularly in the US. Major corporations like Meta have begun dismantling their EDI programmes, and the Trump administration, as predicted, has doubled down its assault by issuing an executive order to eliminate federal EDI initiatives. These developments, while originating across the Atlantic, carry profound implications for the UK, challenging the global fight for equity and inclusion.

Meta’s recent decision to roll back its EDI initiatives reflects a troubling trend among large US corporations. Fear of being labelled “woke,” pressure from right-wing lobbying groups, and shifting political priorities have driven companies such as Amazon, Walmart, and McDonald’s to scale back their commitments. In a memo justifying the move, Mark Zuckerberg pointed to “shifts in the legal and policy landscape,” though the underlying narrative appears to be one of retreating from accountability. This retrenchment has been further emboldened by the 2023 US Supreme Court ruling against affirmative action in universities, which has cast a long shadow over corporate EDI strategies.

Yet, amid these setbacks, there are glimmers of resistance. Apple, for instance, has distinguished itself by standing firm. The company’s board recently rejected a conservative proposal to end its EDI initiatives, arguing that such actions would “inappropriately seek to micromanage the Company’s programs and policies.” Apple’s leadership emphasised its commitment to fostering inclusion and equity, offering a hopeful counterpoint in an otherwise bleak landscape. And Apple isn’t alone here, other big names such as Cotsco and Delta have also held firm on their EDI commitments.

Even more disheartening (albeit altogether unsurprising), President Trump marked Martin Luther King Jr. Day by signing executive orders dismantling federal EDI programmes. The administration invoked King’s famous words about judging people by the “content of their character” to defend the move, an act widely condemned as a distortion of King’s legacy. Bernice King, his daughter, rebuked this misrepresentation, urging people to understand her father’s writings in their entirety. The executive orders, which mandate federal agencies to assess and eliminate EDI programmes, have been described by many as an effort to entrench systemic inequities.

The backlash against EDI rests on a flawed premise: that equality somehow undermines meritocracy. This perspective ignores the systemic barriers that necessitate these initiatives in the first place. True meritocracy can only be achieved by addressing the inequities that disproportionately disadvantage underrepresented groups. While poorly executed programmes can sometimes create a polarised “us versus them” narrative, EDI at its core seeks to build environments where everyone can thrive, irrespective of background.

For the UK, these developments should serve as a wake-up call. Many US corporations have significant operations in the UK, and their policies often set industry standards globally. If EDI programmes are deprioritised stateside, similar rollbacks could follow here. This makes it imperative for UK businesses to reaffirm their commitment to equity and inclusion—not merely as a moral obligation, but as a social and economic necessity.

The current pushback against EDI isn’t the end of the story; rather, it’s a call to rethink and strengthen our approach. The UK has an opportunity to lead by example: funding female founders, supporting leaders from diverse backgrounds, and prioritising equitable hiring practices rooted in true meritocracy. Mandatory ethnicity pay gap reporting must become a cornerstone of this renewed commitment, ensuring transparency and accountability while rewarding talent and performance fairly. Progress isn’t just about withstanding challenges; it’s about envisioning and building a better future. The UK can, and should, set a global standard in this fight for equity and merit-based opportunity.

Darain is a regular columnist for MAD//Insight is a seasoned Marketing & PR leader with impressive stints at MySpace (remember them?), WWF, and most recently he was International Brand Marketing Director during his successful 11-year tenure at LinkedIn.

Since then, he co-founded Braver, a talent consultancy reshaping the UK Marketing & Communications industry since 2023. Braver champions diversity as a core asset, striving to create inclusive environments where varied perspectives, such as ethnicity, socio-economic background, sexuality and neurodiversity, thrive. Braver’s mission is to recognise the value in diverse thinking and foster truly representative workforces. Darain also co-founded People Like Us in 2019, a not-for-profit supporting UK professionals of Black, Asian, Mixed Race, and minority ethnic backgrounds in media and communications. The organisation offers networking events, career support, and advocates for fair pay and inclusivity.