Understanding Intersectionality: Taking It to the Streets and Beyond
In recent years, many organizations have jumped on the anti-racism bandwagon. They have issued statements, handed out pins, and hosted diversity workshops. But let’s be honest: how much has actually changed? For many, these efforts feel like little more than performative gestures—well-meaning but ultimately hollow. The truth is, the current system isn’t working. Here’s why, and what we can do to fix it.
Why the Current System is Broken
4. Tokenism
Hiring one or two people from marginalized groups doesn’t make an organization diverse or inclusive. Tokenism creates the illusion of progress while leaving systemic inequities untouched.
5. Resistance to Change
Let’s face it: change is hard, especially when it challenges the status quo. Many people—especially those who benefit from the current system—are resistant to anti-racist policies, whether out of fear, defensiveness, or outright denial.
6. Short-Term Thinking
Anti-racism is often treated as a one-time project rather than an ongoing commitment. But racism isn’t a problem that can be solved with a single training session or diversity initiative. It requires sustained effort over time.
7. Lack of Representation
If marginalized groups aren’t involved in decision-making, how can policies truly address their needs? Too often, decisions about anti-racism are made by those who have never experienced racism first-hand.
8. Underfunded Efforts
Real change requires real resources. Yet many anti-racism initiatives are underfunded, leaving them without the tools or support needed to make a meaningful impact.
Developing a comprehensive approach to FGM: What can you do?
Intersectionality, a term coined by Kimberlé Crenshaw in 1989, is a conceptual framework that examines how various forms of social stratification, such as race, gender, class, sexuality, and ability, intersect and overlap to create unique experiences of oppression and privilege. At its core, intersectionality challenges the notion that social inequalities can be understood in isolation. Instead, it emphasizes the interconnected nature of these systems and how they collectively shape individual and group experiences (Crenshaw, 1989). Before diving into its applications in equality programs or its relevance to ordinary citizens, it is essential to understand what intersectionality is and why it matters. Crenshaw introduced the term to highlight how black women, for instance, face unique forms of discrimination that are not adequately captured by solely examining racism or sexism. She argued that these systems of oppression are not separate but interlocking, creating a "matrix of domination" (Collins, 1990). For example, a black woman may face discrimination that is distinct from what a white woman or a black man experiences because her identity exists at the intersection of race and gender. Intersectionality is not just an academic concept; it is a tool for understanding and addressing real-world inequalities. It recognizes that people hold multiple identities simultaneously, and these identities interact in ways that shape their access to resources, opportunities, and power. For instance, a low-income transgender person of colour may face barriers that are different from those experienced by a white, middle-class cisgender woman. Intersectionality helps us see these nuances and respond to them effectively.
Taking Intersectionality to the Streets
While intersectionality is often discussed in academic and policy-making circles, its true power lies in its application to everyday life. "Taking it to the streets" means translating this framework into actionable steps that ordinary citizens can use to promote equality and inclusion in their communities.
Here’s how this can be done:
1. Raising Awareness: The first step is educating people about intersectionality. This can be done through community workshops, social media campaigns, or even casual conversations. For example, sharing stories that highlight how overlapping identities affect individuals can help others understand the concept. Crenshaw’s work on the #SayHerName campaign, which brings attention to black women who have been victims of police violence, is a powerful example of intersectionality in action (Crenshaw, 2015).
2. Building Inclusive Spaces: Ordinary citizens can advocate for and create spaces that acknowledge and respect intersecting identities. This could mean ensuring that community events are accessible to people with disabilities, using inclusive language, or actively challenging stereotypes. For instance, a local LGBTQ+ group might collaborate with racial justice organizations to address issues faced by queer people of colour.
3. Amplifying Marginalized Voices: Intersectionality calls for centering the voices of those who are most marginalized. In everyday life, this could mean listening to and uplifting the stories of individuals who face multiple forms of oppression. For example, instead of speaking for others, allies can create platforms for marginalized groups to share their experiences and lead initiatives.
4. Challenging Systemic Inequities: While individuals may not shape policy directly, they can advocate for systemic change by supporting organizations and movements that address intersectional issues. For instance, supporting campaigns for affordable housing, healthcare access, or anti-discrimination laws can have a significant impact on communities facing overlapping inequalities.
5. Practicing Allyship: Intersectionality requires individuals to reflect on their own privileges and use them to support others. This might involve calling out discriminatory behaviour, donating to causes that support marginalized groups, or simply being an active listener. Allyship is not about being perfect but about being committed to learning and taking action.
Why Intersectionality Matters to Ordinary Citizens
For those who do not shape policy, intersectionality is a lens through which to view the world and a call to action. It helps individuals recognize the complexity of human experiences and challenges the idea that inequality can be addressed through a single-issue approach. For example, a white woman advocating for gender equality might use intersectionality to understand how her experiences differ from those of women of colour and adjust her activism accordingly. Moreover, intersectionality fosters empathy and solidarity. By understanding how different forms of oppression intersect, people can build stronger coalitions across diverse groups. This is crucial for creating a more inclusive society where everyone’s needs are acknowledged and addressed.
Intersectionality is more than just a theoretical concept; it is a practical tool for understanding and addressing inequality. While it was conceptualized in 1989, its relevance has only grown in our increasingly diverse and interconnected world. By taking intersectionality to the streets, ordinary citizens can play a vital role in promoting equality and inclusion. Whether through raising awareness, building inclusive spaces, amplifying marginalized voices, or practicing allyship, everyone has a part to play in creating a more just and equitable society. As Crenshaw (1989) reminds us, "If we aren’t intersectional, some of us, the most vulnerable, are going to fall through the cracks." It is up to all of us to ensure that no one is left behind.
References
Crenshaw, K. (1989). Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine, Feminist Theory and Antiracist Politics. University of Chicago Legal Forum.
Crenshaw, K. (2015). #SayHerName: Resisting Police Brutality Against Black Women*. African American Policy Forum. - Collins, P. H. (1990). Black Feminist Thought: Knowledge, Consciousness, and the Politics of Empowerment. Routledge.
What White Women Should Know About Gender Equality in UK Higher Education
The fight for gender equality in UK higher education has made significant strides over the past few decades. Women now make up a majority of undergraduate students and have increasing representation in academic and leadership roles. However, while these gains are often framed as victories for all women, the reality is far more complex.
For white women in academia, gender-based inequalities are real and deserve attention. But what is often overlooked is how race intersects with gender, creating a deeply uneven playing field. While white women have seen measurable progress in hiring, promotions, and leadership roles, Black and other minoritized women still face entrenched barriers that go beyond gender alone.
If white women in academia are truly committed to gender equality, they must confront the uncomfortable reality that their success has not been shared equally. This means acknowledging privilege, challenging racial disparities in higher education, and using their influence to push for true inclusivity—not just for themselves, but for all women.
The Gender Equality Illusion in UK Academia
On the surface, UK higher education appears to be progressing toward gender equality. Women now make up around 58% of undergraduate students, and institutions proudly promote their efforts to increase female participation in STEM fields, research, and senior leadership.
However, when we examine who is benefiting from these initiatives, a pattern emerges. White women have been the primary beneficiaries of gender-focused policies, while Black, South Asian, and other racialised women remain underrepresented and underpaid in the sector. For example:
Women in Senior Leadership:
In 2023, women held nearly 30% of vice-chancellor positions in UK universities. While this is a step forward, the vast majority of these women are white. There has never been a Black female vice-chancellor at a Russell Group university.
The Pay Gap:
The gender pay gap is well-documented in academia, but the racial pay gap is even more severe. Black women academics earn, on average, 14% less than their white female counterparts and are disproportionately placed in lower-paying, precarious contracts.
Professorships:
White women have made significant gains in securing professorial roles, but Black women remain less than 1% of UK professors—a statistic that has barely changed in decades.
The fact that white women have benefited from gender equality policies while racialised women remain excluded shows that gender-based solutions alone are not enough. If the goal is true equality, then race cannot be ignored.
The Racial Divide in Academic Careers
One of the most striking disparities in UK academia is career progression. White women have successfully advanced in higher education leadership, yet Black and brown women remain stuck in junior roles, on casual contracts, or pushed out of academia entirely.
Consider the issue of promotions:
White women, despite facing sexism, are still far more likely to be mentored, sponsored, and supported in career progression than their Black counterparts.
Black women face higher rates of rejection for research funding, making it harder for them to secure permanent academic positions.
Workplace bullying and racial microaggressions are widespread in UK universities, disproportionately affecting Black and Asian female academics. A 2022 University and College Union (UCU) report found that Black women in academia were twice as likely to experience workplace bullying as white women.
This racial divide means that while white women have gained more influence in universities, they are often silent on the barriers facing racialised women. The question is: Will they acknowledge their privilege and use their platforms to advocate for true equity?
White Feminism in Higher Education: The Problem with "Women First" Policies
One of the key problems in academia is how gender equality is often framed as a women vs. men issue, rather than addressing how race shapes women's experiences.
Many gender-based policies in universities focus on increasing "women's representation," but when left unchallenged, they default to benefiting white women. This is a pattern seen in:
Athena SWAN Charter:
Designed to promote gender equality in higher education, Athena SWAN has helped increase the number of women in senior roles. However, it has been criticised for failing to address how racism impacts career progression for Black and Asian women
All-Women Shortlists:
While these initiatives have helped white women move into senior leadership, they rarely result in meaningful change for women of colour, who continue to be overlooked.
When white women in academia fail to acknowledge how racial privilege benefits them, they reinforce a system where gender equality means equality for white women first, while others are left behind.
What White Women in Academia Can Do
If white women in UK higher education truly want gender equality for all women, they must take active steps to challenge racial inequalities within the sector. This means:
Recognising Privilege:
Acknowledging that gender-based disadvantages do not erase racial advantages is the first step toward genuine allyship.
Advocating for Racial Pay Gap Reporting:
Universities must be pushed to track and report not just gender pay disparities but also the racial pay gap, so that inequalities faced by Black and brown women are no longer hidden.
Calling Out Institutional Racism
White women in leadership must be willing to challenge discriminatory hiring practices, lack of funding for Black female academics, and workplace racism.
Mentoring and Sponsorship:
White women who have benefited from gender equality policies should actively support racialised women in academia, using their influence to advocate for real career progression.
Supporting Intersectional Policies:
Feminist initiatives in academia must move beyond "women first" approaches and ensure that solutions benefit all women, not just white women.
Final Thoughts
White women in UK higher education have made undeniable progress in breaking gender barriers. However, the question remains: At whose expense?
If gender equality in academia only advances white women while Black and brown women remain excluded, then it is not true equality—it is privilege under a different name.
It is time for white women in academia to move beyond self-serving feminism and actively fight for racial justice within the sector. Because until all women are included in the conversation, gender equality remains an illusion.
Reference List
Advance HE. (2024). Equality in higher education: Staff statistical report 2024. Advance HE. https://www.advance-he.ac.uk/news-and-views/equality-higher-education-staff-statistical-report-2024
Nature. (2023). Gender and race representation in UK academia. Nature Human Behaviour, 7, 1-12. https://www.nature.com/articles/s41599-023-02481-5
Universities UK. (2021). Closing the gap: Black, Asian, and minority ethnic student attainment at UK universities. Universities UK. https://www.universitiesuk.ac.uk/sites/default/files/field/downloads/2021-07/bame-student-attainment.pdf
University and College Union (UCU). (2022). Experiences of workplace discrimination among Black and minority ethnic academics. UCU. https://www.ucu.org.uk/media/975/The-diverse-academy---pay-and-employment-of-academic-and-professional-staff-in-UK-HE-by-gender-and-ethnicity-AUT-Oct-05/pdf/diverseacademy_oct05.pdf
University and College Union (UCU). (2023). The ethnicity pay gap in UK higher education. UCU. https://www.ucu.org.uk
University of Birmingham. (2023). Gender and ethnicity pay gap report 2023. University of Birmingham. https://www.birmingham.ac.uk/documents/university/edi/gender-and-ethnicity-pay-gap-report.pdf
University of Sussex. (2024). Ethnicity pay gap report 2024. University of Sussex. https://www.sussex.ac.uk/broadcast/read/64079
The Forgotten Pain: How the World Erases the Suffering of African Women (DR Congo, February 2025)
When 150 women were raped and burned alive in the Democratic Republic of Congo (DRC) in early February 2025, the world barely noticed. The atrocity, which took place in Munzenze prison in Goma during a mass jailbreak, was one of the most horrifying instances of sexual violence in recent years (The Guardian, 2025). Yet, despite its scale and brutality, global media coverage was limited, international outrage was muted, and advocacy groups remained largely silent. This pattern of neglect is not new—African women’s suffering often remains in the shadows of global discourse. The lack of attention given to these injustices raises critical questions about racial bias in humanitarian response, the devaluation of African lives, and the systemic erasure of Black women’s suffering.
The absence of widespread outrage following the Goma massacre is a stark contrast to the response to similar crimes in other parts of the world. When Yazidi women were subjected to mass sexual violence by ISIS, global media extensively covered their plight, leading to policy interventions, international trials, and advocacy campaigns (Human Rights Watch, 2016). When sexual violence was used as a weapon of war in Ukraine, global institutions swiftly condemned the acts and committed resources to support survivors (BBC, 2022).
Yet, in the case of African women, the world reacts differently. Reports on mass rape in the DRC have been documented for decades, but they rarely generate sustained global action. Instead, these incidents are treated as unfortunate byproducts of war rather than crises that demand urgent intervention (Inter-Parliamentary Union, 2021). This selective response reinforces the idea that Black women's suffering is less deserving of attention, sympathy, and justice.
One of the main reasons African women's suffering is overlooked is media bias. Research shows that Western media disproportionately covers crises in Europe and North America while underreporting conflicts in Africa (Al Jazeera, 2023). The framing of African conflicts as "inevitable" or "tribal" diminishes the urgency of the violence and contributes to global apathy.
Moreover, when African women are victims of sexual violence, their stories are often reduced to statistics, stripped of their humanity, and presented without the personal narratives that evoke empathy. This contrasts sharply with the way violence against white women is reported—often with in-depth personal stories, images, and urgent calls for action (Gallup & Porticus, 2023).
Beyond media bias, there is a broader systemic failure in global advocacy. While international organizations have made progress in addressing gender-based violence, African women remain at the margins of these efforts. The #MeToo movement, which revolutionized conversations around sexual violence, had minimal impact in African contexts. African women's voices were largely absent from the mainstream #MeToo discourse, despite the fact that gender-based violence is rampant across the continent (The Independent, 2025).
Organizations such as the United Nations and Amnesty International have issued reports on sexual violence in conflict zones like the DRC, but these reports rarely translate into sustained advocacy or policy change. In contrast, when sexual violence is used as a weapon of war in Europe or the Middle East, there is immediate mobilization of resources, investigations, and calls for justice (BBC, 2022). The lack of similar responses for African women suggests that their suffering is not viewed as equally urgent or worthy of intervention.
Who Speaks for African Women?
One of the most glaring aspects of this erasure is the absence of African women’s voices in global conversations about their own suffering. International organizations and Western activists often take the lead in discussing gender-based violence, sidelining African women who have firsthand experience of these atrocities. This not only perpetuates the narrative that African women are voiceless victims but also results in solutions that do not address the realities of their lived experiences.
African women activists and grassroots organizations have long been at the forefront of fighting against gender-based violence, but their efforts receive little recognition. Groups like the Congolese Women’s Fund and Women for Women International have been working tirelessly to support survivors of sexual violence in conflict zones, yet they receive a fraction of the funding and attention that Western-led initiatives do (Inter-Parliamentary Union, 2021).
The tragedy in Goma is a brutal reminder of how African women’s suffering is systematically erased from global consciousness. The world cannot continue to ignore these atrocities while rallying behind similar causes elsewhere. Media organizations must do better in covering these crises with the same urgency they afford to other conflicts. International advocacy groups must center African women’s voices and prioritize their suffering. And most importantly, global institutions must recognize that the pain of Black women is as real, as urgent, and as worthy of action as that of any other group.
The lives of the 150 women who were raped and burned alive in Goma matter. Their pain matters. Their erasure is unacceptable. Until African women's suffering is treated with the same gravity as that of others, the fight for gender equality and human rights remains incomplete.
References
Al Jazeera. (2023). Media bias in global conflict reporting: The African exception. Retrieved from www.aljazeera.com
BBC. (2022). War crimes in Ukraine: International response and legal action. Retrieved from www.bbc.com
The Guardian. (2025). 150 women raped and burned to death in Goma prison attack. Retrieved from www.theguardian.com
The Independent. (2025). The forgotten victims: Why African women are left out of global feminist movements.Retrieved from www.independent.co.uk
Gallup & Porticus. (2023). Gender power imbalances in Africa: A study on women’s rights and representation.Retrieved from www.gallup.com
Human Rights Watch. (2016). Yazidi genocide: Sexual violence as a weapon of war. Retrieved from www.hrw.org
Inter-Parliamentary Union. (2021). Widespread sexism and violence against women in African parliaments.Retrieved from www.ipu.org
The Forgotten Pain: How the World Erases the Suffering of African Women (DR Congo, February 2025)
The Forgotten Pain: How the World Erases the Suffering of African Women (DR Congo, February 2025)
Who Really Benefits from Diversity Programs in the UK?
Diversity and equality programs are designed to create fairer workplaces, ensuring marginalized groups have equal access to opportunities. But if we look closer at the UK’s corporate, political, and educational landscapes, a pattern emerges—these initiatives disproportionately benefit white women while Black women and other women of colour remain underrepresented.
How did we get here? Why do white women seem to gain the most from diversity programs? And what does this mean for true equality? Let’s break it down.
1. The Feminism That Forgot Black Women
To understand why white women benefit the most from diversity programs, we have to look at how gender equality movements have historically operated in the UK. The early feminist waves—focused on voting rights, workplace equality, and reproductive freedoms—primarily centered on the experiences of white, middle-class women.
For example, the Equal Pay Act of 1970 was a landmark victory for women’s rights, ensuring women were legally entitled to the same pay as men for the same work. However, what it didn’t account for was the racial pay gap. Even today, Black women in the UK earn significantly less than white women, with research from the Office for National Statistics (2023) showing that Black African and Black Caribbean women face some of the lowest median wages across all racial groups.
Who Gets Left Behind?
Feminism that focuses only on gender and ignores race has led to policies that uplift white women without addressing the specific struggles faced by women of colour. While white women have made major strides in politics, business, and media, Black and Asian women continue to face racial discrimination on top of gender bias.
A 2021 report by The Fawcett Society found that Black women in the UK are more likely to face barriers in leadership roles, experience workplace discrimination, and be overlooked for promotions compared to white women. Despite this, many diversity initiatives lump all women together, assuming that their challenges are the same.
This is why programs designed to support women often end up benefiting white women the most—because they do not consider the intersectionality of race and gender.
2. Corporate Diversity: A Numbers Game?
One of the most common ways companies try to address inequality is by setting diversity targets. Many UK companies have introduced policies to increase the number of women in leadership positions. But if we take a closer look at who’s actually getting promoted, it’s predominantly white women.
FTSE 100: More Women, But Who Are They?
The UK government recently celebrated the fact that 40% of board members in FTSE 100 companies are now women (UK Government, 2023). While this is an improvement in gender representation, the problem is that only 1.1% of these women are Black.
This means that while companies can claim they have improved gender diversity, racial diversity within those gender initiatives is still severely lacking. The reality is that white women, who already have more access to education, professional networks, and leadership opportunities, are the first to benefit from these changes.
The Glass Ceiling vs. The Concrete Ceiling
White women often talk about breaking the "glass ceiling"—the invisible barriers preventing them from reaching top positions. But for Black women, the ceiling is not just made of glass—it’s concrete. While white women may struggle to rise in male-dominated spaces, they still have racial privilege that gives them greater access to mentorship, networking, and sponsorship opportunities compared to Black women.
A 2020 McKinsey report found that while white women face gender-based discrimination, they are still twice as likely as Black women to have senior leaders sponsor their careers. In contrast, Black women report being shut out of these networks, making it harder for them to climb the corporate ladder.
3. Bias in Hiring and Promotions
Even when Black women enter the workforce, they often encounter racial and gender biases that white women do not experience. A 2020 study by the Centre for Social Investigation at Nuffield College found that Black-sounding names are significantly less likely to receive interview callbacks compared to white-sounding names with identical CVs.
"Not a Cultural Fit"—Code for Discrimination?
Once hired, Black women face additional hurdles in career advancement. Many report being told they are "not a cultural fit" when they apply for leadership roles—a phrase often used to mask unconscious racial bias.
A Guardian report in 2021 highlighted how Black women in the UK’s legal profession are disproportionately stuck in junior roles despite having years of experience. Meanwhile, white women with similar qualifications are more likely to be fast-tracked for leadership positions through mentorship and sponsorship programs.
This is why diversity programs that focus only on gender fail to address the deeper issue of racial bias in hiring and promotions.
4. The "Safe Diversity" Choice
Corporations want to appear progressive, but they also don’t want to challenge the existing power structures too much. White women are often seen as a "safe" diversity choice because they represent change without making leadership teams too uncomfortable.
The Media’s Role in Reinforcing "Safe Diversity"
When UK brands or institutions feature women in leadership campaigns, who do they usually showcase? A white woman. Even when discussing gender pay gaps or leadership diversity, the face of these movements is usually white.
This sends a message that diversity is welcome—but only if it’s within certain racial limits. Black and Asian women, who might bring different cultural perspectives and experiences, are often excluded from these mainstream narratives.
5. The Overlooked Reality of Intersectionality
Kimberlé Crenshaw’s concept of intersectionality explains how different forms of discrimination—gender, race, and class—overlap to create unique experiences of oppression.
For example, a company might proudly announce that 50% of its leadership is now female. But if all those women are white, does that truly reflect diversity?
Black women experience both gender discrimination (like pay gaps and workplace bias) and racial discrimination(such as microaggressions and being overlooked for promotions). Yet, diversity initiatives often treat these as separate issues rather than interconnected ones.
This is why programs that only focus on one aspect of identity—like gender—end up benefiting those who already have racial privilege.
One of the biggest flaws in diversity programs is the lack of accountability. Many organizations treat diversity as a box-ticking exercise rather than a genuine commitment to change.
A 2022 CIPD report found that while many UK companies have diversity hiring policies, there is little follow-through on ensuring racial inclusion. This means that while white women are often promoted under these initiatives, Black women remain disproportionately underrepresented in leadership roles.
Without real accountability—such as tracking racial disparities in hiring, promotions, and pay gaps—diversity programs will continue to fail women of colour.
So, What’s the Solution?
If diversity programs are truly about equality, they need to address racial disparities as well as gender disparities.
What Needs to Change?
· Race-Specific Initiatives – Companies should create programs specifically aimed at Black and ethnic minority women, rather than assuming one-size-fits-all solutions work.
· Transparent Promotion Processes – Employers must publish data on racial disparities in hiring and promotions to hold themselves accountable.
· Mentorship for Women of Colour – Black women need more mentorship and sponsorship opportunities to help break into leadership roles.
· Tackling Bias in the Workplace – Companies need to actively dismantle racial biases in hiring, performance reviews, and workplace culture.
So, What’s the Solution?Final Thoughts
Diversity and equality programs in the UK have made progress, but they often uplift white women while leaving Black women behind. If we truly want inclusivity, we must move beyond gender-only approaches and tackle racial disparities head-on.
Let’s stop treating diversity as a PR stunt and start making real, systemic changes. Because until then, the so-called "diversity wins" will continue to be victories for some, while leaving others in the shadows.
Is Trump’s Anti-DEI Agenda in America Going to Affect the UK?
Donald Trump has made it clear that if he returns to office, dismantling diversity, equity, and inclusion (DEI) initiatives will be a top priority. In the U.S., DEI efforts have already faced significant backlash, with state-level bans on affirmative action, attacks on critical race theory, and growing resistance to corporate diversity programs. But what does this mean for the UK? Will Trump’s war on DEI echo across the Atlantic, influencing British policies, workplaces, and universities?
The Global Ripple Effect of U.S. Politics
Like it or not, America’s political landscape has a habit of shaping global conversations. From the Black Lives Matter protests to the rise of anti-woke rhetoric, what happens in the U.S. often inspires—or emboldens—similar movements in the UK. If Trump succeeds in gutting DEI in the U.S., we could see a stronger pushback against diversity initiatives in Britain, especially from right-wing politicians and media figures who have already begun framing DEI as divisive rather than necessary.
Additionally, U.S. right-wing media narratives have significant reach in the UK, influencing public perception. Social media amplifies these messages, and conservative politicians who wish to follow a similar playbook may find a receptive audience. The normalization of anti-DEI rhetoric in the U.S. could create a trickle-down effect, reinforcing existing criticisms and intensifying debates over race, gender, and inclusion.
Higher Education: A Shift in Narrative?
UK universities have long drawn from American academia in shaping diversity policies, and many have invested heavily in DEI initiatives. However, there’s already growing skepticism, with claims that DEI efforts prioritize identity politics over merit. A Trump-led assault on DEI in the U.S. could fuel this skepticism, giving British institutions an excuse to scale back their own commitments. If funding cuts and legal battles begin to erode DEI in American universities, it might embolden UK policymakers to follow suit, especially in an era where higher education is under financial strain.
Beyond direct policy shifts, the broader discourse around "woke culture" in academia could harden. More scrutiny on DEI programs might push institutions to downplay their commitments or rebrand them under less controversial terms. The impact could particularly affect students and faculty from marginalized backgrounds, who may experience a reduction in institutional support, fewer opportunities, and an increasingly hostile environment.
The Corporate Sector: A Convenient Scapegoat?
British corporations have embraced DEI initiatives, partly due to social pressure and partly because diverse workplaces are linked to better performance. However, if major U.S. companies start rolling back their DEI programs under political pressure, UK businesses may feel less compelled to maintain theirs. The idea that “wokeness” is bad for business—a narrative already gaining traction in some conservative circles—could become a justification for quietly cutting diversity commitments.
Moreover, if a backlash against DEI gains strength, companies might opt for a more superficial approach, paying lip service to diversity without meaningful structural change. Public relations efforts may shift towards neutrality, focusing on broad corporate values rather than explicitly championing diversity. In such a climate, real progress could stall, with diversity initiatives becoming little more than a checkbox exercise.
Cultural and Political Influence
Trump’s brand of politics thrives on division and nostalgia for an imagined past. If his anti-DEI stance becomes a central part of his 2024 campaign, it could embolden right-wing politicians in the UK who see diversity initiatives as an overreach. Figures like Suella Braverman and Nigel Farage have already attacked DEI, and a Trump victory could validate their arguments. While the UK has its own socio-political dynamics, it’s undeniable that conservative movements on both sides of the Atlantic feed off each other.
Additionally, media outlets and influencers with transatlantic reach could amplify anti-DEI sentiments, normalizing skepticism toward diversity efforts. This could result in increased scrutiny of funding for diversity initiatives, negative media portrayals, and legislative efforts aimed at restricting DEI programs in workplaces and institutions.
Will the UK Resist or Follow?
Despite these threats, the UK is not the U.S. British institutions, from universities to businesses, have unique legal frameworks that protect against sudden policy reversals. The Equality Act 2010, for instance, enshrines anti-discrimination measures in law. However, laws are only as strong as the political will to enforce them. If the anti-DEI movement gains momentum in the U.S., the UK could face increased pressure to dilute its own diversity efforts, particularly if economic downturns lead to DEI being seen as a “luxury” rather than a necessity.
A key factor in whether the UK follows the U.S. trajectory will be public resistance. Grassroots activism, employee-led diversity networks, and student organizations will play a crucial role in pushing back against any rollbacks. If the corporate world continues to see value in diversity, companies may also resist political pressures to abandon DEI efforts.
Final Thoughts
Trump’s anti-DEI crusade should concern anyone who believes in equal opportunity. While the UK may not mirror the U.S. exactly, the transatlantic exchange of ideas—especially reactionary ones—is very real. The question is not whether Trump’s war on DEI will affect the UK, but how much resistance there will be to prevent a similar rollback here.
So, will the UK stand firm in its commitment to diversity, or will it quietly follow America’s lead? Time will tell, but one thing is certain: those who care about inclusion need to stay vigilant. The fight for DEI is far from over, and in a world increasingly shaped by political spectacle, maintaining momentum will be crucial to preserving hard-won progress.
Is Trump’s Anti-DEI Agenda in America Going to Affect the UK?
Moving on in 2025, the conversation around diversity in UK politics has become more pressing and nuanced than ever. While the representation of ethnic minorities in Parliament has reached historic highs, with 90 MPs from ethnic minority backgrounds elected in the 2024 general election (14% of all MPs), challenges remain. Despite aligning closely with the UK's ethnic minority population of around 17%, achieving proportional representation is not the same as fostering genuine inclusion.
In local councils, however, progress has lagged. Ethnic minority representation in local government remains significantly lower than the populations they serve, particularly in regions with large minority communities. But numbers alone do not tell the full story. The experience of minority politicians highlights deeper issues embedded in structural, societal, and institutional practices.
Structural Barriers: A System Stacked Against Minorities
The political landscape in the UK often favours those with access to established networks, generational wealth, and historical influence. For minority candidates, breaking into these networks can feel like navigating a maze designed to exclude. A study by the Runnymede Trust found that ethnic minorities are underrepresented in candidate selection processes due to systemic biases in political parties.
For instance, candidates from Black or Asian backgrounds often struggle to secure funding and endorsements compared to their white counterparts. Reports suggest that even within the Labour Party—a party traditionally supportive of diversity—there are internal biases that make it harder for minority candidates to gain strongholds in safe constituencies.
This lack of equitable access to resources has long-term implications: minority candidates often face financial strain during campaigns, further discouraging participation in politics.
Discrimination and Bias: A Persistent Reality
Even after gaining entry into Parliament, minority MPs frequently face overt and covert racism. An ITV investigation in 2024 revealed that a majority of non-white MPs had experienced some form of racism during their tenure. One MP described being dismissed as a “diversity hire” during debates, undermining their qualifications and contributions.
Discrimination isn't limited to Parliament. Public hostility, fueled by sensationalist media coverage, has led to minority politicians facing hate speech and threats. For instance, former MP Naz Shah, who received online abuse and death threats, highlighted how being vocal about issues of race and identity often exposes minority MPs to targeted attacks. Such environments create a culture of fear and exclusion, deterring individuals from minority backgrounds from pursuing political careers.
Media Representation: Stereotypes and Unequal Coverage
The media plays a crucial role in shaping public perception of politicians. Unfortunately, its portrayal of minority MPs often reinforces stereotypes or diminishes their credibility. Research by the Reuters Institute revealed that minority MPs are more likely to be scrutinized for their personal lives or cultural identity than their white peers. For example:
· Diane Abbott, the first Black woman MP, has consistently been a target of racist abuse and disproportionate criticism by the press, despite her decades of service.
· In 2023, a tabloid ran a story questioning the “Britishness” of an MP with South Asian heritage, perpetuating narratives of “otherness” that alienate minority politicians from the electorate.
The focus on their ethnic identity rather than their policy stances not only reduces their political contributions to a single dimension but also fuels public scepticism about their capabilities.
What Can Be Done to Improve Diversity in UK Politics?
To create a truly inclusive political system in the UK, it's essential to address the barriers that hinder minority participation in politics. While some progress has been made, particularly in terms of representation in Parliament, a more systematic approach is necessary to tackle the ongoing challenges. Here are some actionable steps that could help:
1. Implement Comprehensive Quotas and Support Programs
Political parties should introduce diversity quotas to ensure a fairer representation of minority groups. While some parties have already taken steps in this direction, such as the Labour Party's Future Candidates Programme (which provides support and mentoring for people from underrepresented groups), these efforts need to be more widespread and adopted by all major political parties.
Additionally, training and development programs should be expanded to equip minority candidates with the skills, knowledge, and resources needed to succeed. Parties should also ensure that candidates from ethnic minority backgrounds receive the necessary funding and support to run competitive campaigns.
2. Combat Racism and Discrimination Within Institutions
The internal biases within political parties must be addressed head-on. This includes training party members and officials to recognize unconscious bias in candidate selection processes and removing barriers to entry. Independent audits of political party practices should be conducted to ensure that all candidates, regardless of background, are given a fair shot at selection.
Furthermore, stronger internal complaints mechanisms should be introduced to allow MPs and candidates to report racism and discrimination without fear of retaliation. Parliament itself must become a model of inclusivity and tolerance, with policies ensuring that minority MPs are treated with respect by their colleagues.
3. Reform Media Coverage and Encourage Positive Representation
The media plays a powerful role in shaping public perceptions of politicians. To combat negative stereotypes and reduce biased coverage, news outlets should be encouraged to adopt more balanced reporting practices. This could be done through self-regulation within the media or through government-backed initiatives that advocate for fair representation.
Media outlets should focus on the policy ideas and qualifications of minority MPs rather than sensationalizing their ethnicity or cultural background. Efforts should be made to ensure that minority politicians are represented in a way that highlights their accomplishments and professional competence.
4. Increase Representation in Local Government
While Parliament has seen a growth in diversity, local councils remain much less diverse. It's essential for local governments to focus on making their candidate selection processes more inclusive and for community organizations to actively encourage minority groups to get involved in local politics. Programs aimed at training young minority leaders to take on roles in local government should be prioritized.
5. Support Grassroots Movements
Grassroots organizations like Operation Black Vote play a critical role in empowering minority communities to engage with politics. These groups work to increase political participation, register voters, and support minority candidates.
Government support for such organizations should be expanded, including funding for programs that encourage civic engagement among minority groups and training in political processes.
6. Address Economic Barriers to Political Participation
Politics is often seen as a career that requires significant personal wealth or financial backing. To address this, political parties and independent organizations should create funding schemes that help minority candidates with campaign costs. Local and national governments can also work on offering financial support for those from lower-income backgrounds who wish to enter politics.
7. Create a Culture of Inclusion and Respect
Ultimately, a cultural shift is needed within political institutions and society. Political parties, MPs, and voters must work to create a climate where diversity is celebrated, and all individuals, regardless of background, are given the opportunity to thrive. This requires a concerted effort to tackle both systemic discrimination and the stereotypes that often limit the political potential of minority groups.
References
· Operation Black Vote. (2024). "Our Work." Retrieved from https://www.obv.org.uk
· ITV News. (2024). "Most Non-White MPs Have Experienced Racism in Parliament." Retrieved from https://www.itv.com/news
· Runnymede Trust. (2023). "Race and Politics: Overcoming Structural Barriers." Retrieved from https://www.runnymedetrust.org
· Reuters Institute. (2024). "Media Representation of Minority Politicians." Retrieved from https://reutersinstitute.politics.ox.ac.uk
· BBC News. (2024). "Record Number of Ethnic Minority MPs Elected in 2024." Retrieved from https://www.bbc.co.uk