How Are US Changes Affecting UK DEI? Strategies to Navigate the Shifting Landscape

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In this edition, you’ll find insights from Celia Chartres-Aris (née Hensman) , a political analyst and DEI expert, where she explores what the evolving global landscape means for inclusion efforts, especially here in the UK.

Spoiler: it’s not all doom and gloom. In fact, Celia offers practical ways to keep DEI meaningful and sustainable, even as the headlines shift.

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The big picture: why DEI feels under pressure right now

If you’ve been sensing a shift in how organisations talk (or don’t talk) about DEI lately, you’re not imagining it.

We recently welcomed Celia Chartres-Aris (née Hensman) to host a Skill Session exploring the state of DEI in 2025. Celia is a multi-award-winning government special advisor, legal expert, and one of the UK’s most influential voices on disability equity and human rights. Her background spans Westminster, the UN, and global brands like Apple and LinkedIn , making her uniquely placed to unpack what shifting political tides mean for inclusion efforts in the UK.

Celia kicked off the session by highlighting how recent political changes in the US have had ripple effects globally (Listen here). Economic pressures are also tightening belts, and unfortunately, that sometimes puts inclusion efforts on the chopping block.

There’s also been a rise in pushback, especially when DEI is framed as only benefiting “minority” groups. But as Celia reminds us: “Nearly 1 in 4 people in this country identify as disabled. Sorry, but last time I checked, mathematically... 1 in 4 was not classed as a minority.”

In short, inclusion isn’t niche. It’s the norm.

The UK vs US: Why our legal protections matter

One of the most eye-opening parts of Celia’s talk was her breakdown of constitutional differences between the UK and US and what that means for protecting DEI.

“In America, they have something called a codified constitution,” she explained. That means things like freedom of speech or the right to bear arms are literally written into law and very hard to change.

Here in the UK? Not so much. “We can roll with the times,” Celia says, thanks to our uncodified constitution. That flexibility, combined with our legal safeguards, gives UK organisations solid ground to stand on - even when political winds shift.

Our protections include:

• The Equality Act (2010), which is still evolving with updates to reflect changing language and understanding.
• UN charters that have been adopted into UK law.
• Oversight from the European Court of Human Rights, which we’re still part of post-Brexit.

In Celia’s words: “We theoretically are protected in this country”—a crucial reminder when fear or uncertainty creeps in.

So… Why should organisations still invest in DEI?

Let’s be blunt: neglecting inclusion can cost you, financially and reputationally.

As Celia points out, failing to provide things like closed captions could exclude “16 million people” in the UK who are d/Deaf, which can seriously damage your business.

Consumers are also paying attention to brand values. “People are watching carbon footprints, people looking at ethical and social values,” Celia explains. Inclusion isn’t just nice to have—it’s increasingly a non-negotiable for customers and employees alike.

Top strategies to sustain DEI momentum in your workplace

So, how do we navigate this shifting landscape without losing momentum or heart? Here are six powerful strategies to help mitigate the risk.

1️⃣ Start with people, not policies

“The one thing we all have in common is the fact that we are all different,” Celia reminds us. Inclusion begins with recognising and valuing those differences.

👉 Try this: Look at your hiring processes, policies, or team norms. Are they designed for the ‘default’ employee or do they flex to meet a range of needs and perspectives? Anonymous surveys can help uncover what your people actually experience day-to-day.

2️⃣ Lead with facts, not opinions

We live in an era where misinformation spreads fast. That’s why data matters more than ever when you're building a case for neuroinclusion, especially when you need senior buy-in. As Celia says, “Facts are there to be disproven and proven. Opinions are not.”

👉 Try this: Share research-backed evidence (like the McKinsey reports showing that companies with diverse leadership are 25% more likely to outperform financially.) Or try these strategies we shared in our recent edition, Leadership and Neuroinclusion: Your top questions answered, to help you secure leadership buy-in using the right facts and framing.

3️⃣ Address both conscious and unconscious bias

Here in the UK, both direct (intentional) and indirect (unconscious) discrimination are recognised under law. That gives you a strong mandate to tackle bias wherever it shows up.

👉 Try this: Invest in ongoing bias training—not just awareness, but action. For example, are your job descriptions using jargon that could unintentionally exclude certain applicants? Are you auditing team processes for equity?

4️⃣ Consider the financial cost of exclusion

Being inclusive is, in fact, a smart business move. Celia pointed out a striking example during the session: if your services or products aren’t accessible (think: no closed captions or poor UX design), you could be turning away a massive customer base. “There are 16 million people in the UK that are d/Deaf,” she explained. “That’s 16 million potential customers you're not reaching.”

👉 Try this: Run an accessibility check on your customer-facing materials and internal processes. Are your websites and platforms screen-reader compatible? Do your visuals and messaging reflect a diverse audience? Are you using assistive tech like captioning tools for videos and meetings, or dictation software to support different communication styles? Estimate the value of the market segments you may be excluding—and think about what that means for your business growth.

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5️⃣ Keep up with shifting legal requirements

The legal side of inclusion is always evolving. From new legislation to court rulings and global standards, staying on top of changes is key.

👉 Try this: Assign someone in HR or legal to track updates to equality and accessibility law. Build in a quarterly policy review to keep everything up to date. You could also join a relevant industry group to get reliable updates straight to your inbox.

6️⃣ Create space for educated conversations

Celia reminds us that DEI work isn’t about calling people out: “It's not about cancelling people. It's not about getting angry. It's about having educated conversations to understand why people feel a certain way.”

👉 Try this: Invite guest speakers with lived experience, or build a resource hub where people can learn in their own time. Join and invite your colleagues to workplace inclusion webinars like our Skill Sessions! Education beats confrontation—every time.

Before you go… Grab these free resources!

🧠 Neurodiversity in the Workplace eBook – Practical advice and insights to support neurodivergent talent at work: [Get your free copy here]

🛠️ Assistive Technology eBook – A guide to finding the right tools that break down barriers to communication and productivity: [Get your free copy here]

🎥 Skill Sessions Webinars – Real conversations with experts on workplace inclusion, accessibility, and more. [Book your free space here]

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CareScribe is on a mission to make the world more accessible. We build assistive technology which levels the playing field for people with disabilities and enables users to be more independent in their studies and at work. Our small but mighty team builds software that thousands of people love: lightning-fast dictation software, TalkType, and our live-captioning and note-taking product, Caption.Ed. Explore how CareScribe can help you create a more inclusive workplace.