The UK building services industry has made significant strides in fostering an inclusive and diverse workforce. However, recent policy reversals in the United States, particularly under the new administration, have led to the rollback of Diversity, Equity, and Inclusion (DEI) initiatives within some American businesses. These changes raise concerns about potential ripple effects in multinational corporations operating in the UK, including those in the building services and construction sectors. While there is no widespread evidence of these policies being adopted in the UK yet, the industry must remain vigilant to ensure progress is not reversed.
EDI rollbacks in the US and their potential impact
In January 2025, President Trump issued Executive Order 14173, titled "Ending Illegal Discrimination And Restoring Merit-Based Opportunity," which prohibits private organizations from implementing Diversity, Equity, Inclusion, and Accessibility (DEIA) employment programs linked to federal contracts. This order also revokes sections of previous executive orders that supported affirmative action in hiring.
As a result, several large US-based multinational companies—including those with UK operations—have started reducing or restructuring their DEI programmes. This includes scaling back recruitment and development initiatives designed to support diverse talent, removing internal diversity targets, and reducing funding for employee resource groups.
The concern for the UK is that many global companies apply uniform policies across their operations. If these shifts take hold in their US headquarters, there is a risk that UK branches could face similar changes, whether through corporate restructuring, reduced investment in EDI, or direct policy rollbacks.
The Risk to UK Building services and construction
The UK has made significant progress in fostering an inclusive workforce in the built environment. Industry bodies such as the Chartered Institution of Building Services Engineers (CIBSE) and its EDI Committee, alongside sub-panels including Women in Building Services Engineering (WiBSE), the Minority Ethnic Groups Panel, the LGBTQ+ Network, and the Neurodiversity Panel, have played a key role in promoting and supporting underrepresented professionals.
However, the industry continues to face challenges:
1. Skills Shortages: The UK construction sector is experiencing acute worker shortages, with the industry struggling to meet output levels required for planned infrastructure projects.
2. Gender Representation: Women remain underrepresented in the construction workforce, particularly in site-based roles.
3. Ethnic Diversity: Ethnic minorities are underrepresented in the industry, highlighting the need for more inclusive hiring practices.
4. LGBTQ+ Inclusion: A significant number of LGBTQ+ professionals have reported experiencing workplace discrimination, underscoring the importance of supportive policies.
5. Neurodiversity Awareness: There is a growing recognition of the need to accommodate neurodivergent individuals in the workplace, but more efforts are required to implement supportive measures.
A shift away from EDI policies could stall progress in making the industry more representative and inclusive.
A call to action: How the UK can respond
While multinational companies influence workplace policies, we as an industry have the power to safeguard progress. The CIBSE EDI Committee urges professionals, employers, and industry leaders to take proactive steps:
For Employers:
1. Reaffirm Commitment to EDI: Clearly communicate that diversity and inclusion remain priorities, regardless of external influences.
2. Encourage Leadership Advocacy: Senior UK-based leaders in multinational firms should advocate for maintaining EDI initiatives locally.
3. Support Employee Networks: Continue funding and promoting internal diversity groups to provide safe spaces and advocacy.
4. Hold Senior Leaders Accountable: EDI should be embedded in leadership performance metrics.
For Industry Bodies and Professional Organisations:
1. Strengthen Advocacy Efforts: Work with policymakers and trade organisations to safeguard UK-specific EDI policies.
2. Encourage Inclusive Recruitment Practices: Provide guidance on fair hiring, career development, and retention.
3. Showcase Diverse Role Models: Visibility of underrepresented professionals can inspire the next generation.
For Individuals:
1. Engage with EDI Networks: Join or support organisations such as WiBSE, the Minority Ethnic Groups Panel, the LGBTQ+ Network, and the Neurodiversity Panel.
2. Advocate for Change: Speak up if you notice regressive policies being introduced in your workplace.
3. Mentor and Support Others: Help early-career professionals from diverse backgrounds navigate the industry.
The UK’s building services industry must remain proactive in protecting EDI advancements, particularly in the face of potential external pressures. The CIBSE EDI Committee and its sub-panels are committed to fostering an industry that welcomes, supports, and benefits from diversity. By working together, we can ensure that our sector remains an inclusive place for all.
CIBSE and industry-Led EDI initiatives
Despite potential external challenges, the UK building services industry remains committed to EDI, thanks to ongoing efforts from professional bodies and advocacy groups. The CIBSE Equity, Diversity, and Inclusion (EDI) Committee works to promote an inclusive environment within the sector, with dedicated sub-panels supporting underrepresented groups:
1. Women in Building Services Engineering (WiBSE): Advocates for gender diversity through mentorship, networking, and visibility campaigns.
2. Minority Ethnic Groups Panel: Focuses on increasing racial diversity and addressing barriers to entry and progression.
3. LGBTQ+ Network: Supports LGBTQ+ professionals and promotes inclusive workplace policies.
4. Neurodiversity Panel: Raises awareness of neurodivergent talent and ensures workplaces accommodate different ways of thinking and working.
These groups provide crucial support to professionals while driving industry-wide change.