12 August 2025
In contrast to the disappointing trend in the United States and parts of the corporate sector, where Equity, Diversity and Inclusion (EDI) measures are being rolled back, UK universities are charting a different course. Across the UK, institutions remain firmly committed to creating fairer, more inclusive environments, despite financial pressures and shifting political winds.
This continued focus is not just about compliance. Staff and students in the UK higher education sector often speak about EDI from a moral and ethical standpoint. They see it as a matter of justice and fairness, not just a legal requirement. And universities are responding to that conviction with action.
Frameworks like the Race Equality Charter and Athena Swan provide clear structures for identifying and addressing inequalities across gender, ethnicity, and other characteristics and, when used effectively, guide measurable, accountable change. Many institutions now embed their action plans into strategic documents, annual reporting, and promotion criteria, ensuring that equity is part of everyday decision-making.
Inclusion is also being woven into the fabric of academic life. From professional services to teaching and curriculum design, universities are working to ensure that all aspects of university life reflect a commitment to equity. What’s striking is how much of this is being driven from the top. Many senior leaders are passionate advocates of EDI, setting the tone across their institutions. Vice-Chancellors frequently lead on these agendas, supported by university boards and senates, with clear messaging that equity and excellence are not opposing forces but necessary partners.
And while financial pressures have prompted cost-saving measures in many institutions, there’s little evidence that commitment to inclusion is waning, with recent research suggesting that UK universities have actually increased investment in EDI roles and activity in the past three years.
There’s also strong student demand driving this agenda. Gen Z and Gen Alpha – today’s and tomorrow’s higher education customers – are deeply invested in fairness, inclusion, and social justice. They expect their universities not just to reflect these values but to actively promote them. And they are ready to hold institutions to account, often in constructive and collaborative ways.
Staff, too, recognise the importance of this work. Employee surveys regularly show that a visible and meaningful commitment to EDI contributes to a stronger sense of belonging, improved wellbeing, and higher engagement across all roles. In a diverse and global workforce, this matters, especially in a sector that relies on attracting talent from all over the world. Of course, challenges remain and debates around the relationship between EDI and academic freedom are ongoing. But most UK universities are navigating this carefully, reaffirming their belief that freedom of thought and expression can thrive in environments where all voices are respected and heard.
In short, while others may be retreating, UK universities continue to move forward. Equity, diversity and inclusion are no longer peripheral concerns; they are central to how institutions define success, build community, and shape the future of higher education.
The case for socio-economic background as a protected characteristic
After an early career in professional education, Elliott joined a leading executive search firm in 2003. Focusing on senior education and government appointments, he rose quickly to become a Director and Practice lead, while also completing an MBA at Henley Management College. Before co-founding Anderson Quigley, he spent five years developing and leading the education practice at another major executive search firm.
Collaborating with clients across the education system, Elliott has supported the appointment of vice-chancellors, chief executives and principals, academic and professional services leaders, chairs and board members. He has also supported leadership roles in a wide range of government agencies including funders, regulators and quality bodies. Passionate about delivering an outstanding candidate and client experience, Elliott is proud to have supported a diverse range of candidates, over two decades, to secure exciting and often transformative new roles. Motivated by his own journey through the education system, Elliott enjoys supporting organisations that deliver societal benefit.
You can contact him at elliott.rae@andersonquigley.com or connect with him on LinkedIn.
