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.

 

The Challenge of Diversity in UK Politics: Progress and Persistent Barriers

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

 

Racism within racism: The unspoken divide

Racism is often understood as the discrimination between different racial or ethnic groups, but there is a complex, often unspoken form of racism that exists within racial or ethnic communities themselves. This phenomenon, known as "racism within racism," can be as harmful as the more familiar forms of racial prejudice. It encompasses colourism, regional prejudices, and even class divisions, all of which serve to perpetuate inequalities within marginalized groups.

The Layers of Racism: Colourism and Skin Tone

One of the most prominent forms of racism within racial groups is colourism, the preference for lighter skin tones over darker ones. Colourism has deep roots in colonial history, where lighter-skinned individuals were often granted privileges, while darker-skinned individuals were subjected to harsh treatment. In many societies, this bias is still very much alive today.

In Black communities, for example, lighter-skinned individuals are sometimes seen as more "acceptable" or "beautiful" than their darker-skinned counterparts. This preference can affect everything from personal relationships to career opportunities. Within the entertainment industry, models and actresses with lighter skin have historically been favored, perpetuating the idea that beauty and success are tied to Eurocentric standards of appearance.

However, this form of racism is not limited to the Black community. In Latinx, Asian, and even Indigenous communities, lighter skin is often associated with higher social status, better opportunities, and more societal acceptance. This internalized prejudice not only harms individuals with darker skin tones but also reinforces the idea that racism can be perpetuated within one's own group.

Regional and Ethnic Prejudices

In many communities, racism within racism extends beyond skin colour. Regional and ethnic prejudices can create divisions between individuals who share the same racial background but come from different geographic or cultural regions.

For instance, within African communities, there can be animosity between individuals from different countries or regions. A Nigerian might face prejudice from someone of Ghanaian descent, or a Jamaican may encounter biases from someone from another Caribbean island. These prejudices often stem from historical tensions or stereotypes about certain regions, but they still contribute to the larger problem of division and discrimination within marginalized groups.

Similarly, within the Latinx community, there may be tensions between individuals of Mexican, Puerto Rican, Dominican, or Cuban descent. These groups may harbor biases based on regional differences or historical conflicts, yet all share the experience of being racialized in broader society. The perpetuation of such prejudices weakens the potential for solidarity and collective action in the face of racial oppression.

Classism and the Intersection of Identity

Classism is another crucial component of racism within racism. In many communities of colour, individuals who have achieved higher social or economic status may look down on those who are less fortunate, creating a divide between "respectable" or "successful" individuals and those who are struggling. This divide can manifest as judgment based on appearance, behavior, or lifestyle choices.

In the Black community, for instance, there can be a class divide between middle-class or upper-middle-class individuals and those who are economically disadvantaged. This divide is often amplified by skin tone, with lighter-skinned Black individuals perceived as more "professional" or "polished" compared to their darker-skinned counterparts, who may be stereotyped as "ghetto" or "unrefined."

This intersection of class and race creates a complex web of discrimination, where those at the bottom of the socioeconomic ladder face both external racism from society at large and internalized racism from within their own communities. It's a cycle that perpetuates inequality and undermines the solidarity needed to combat systemic racism.

 

The Impact of Racism Within Racism

The effects of "racism within racism" are far-reaching, impacting everything from personal relationships to professional advancement. These internalized prejudices not only harm individuals on a personal level but also create systemic barriers within communities that should ideally be united in the fight against broader societal racism.

Personal Relationships: For those who experience colourism or regional prejudice within their own community, it can create a sense of alienation and emotional distress. Individuals with darker skin may feel inferior or less valued, even by those who share their racial background. This can lead to self-esteem issues, identity crises, and a constant sense of not being fully accepted, even within the very community that should be their source of support.

In relationships, both familial and romantic, these biases can create tension and division. For instance, within Black communities, parents may unknowingly reinforce colourist attitudes by favoring lighter-skinned children or praising them for their appearance, which can lead to feelings of resentment and inadequacy in darker-skinned children. In romantic relationships, lighter-skinned individuals may sometimes be considered "more desirable" or "more attractive," reinforcing harmful stereotypes and creating divisions that undermine the bonds of love and unity.

Professional Advancement: The impact of racism within racism also extends to the professional world. Studies have shown that lighter-skinned individuals of colour tend to have an advantage in hiring, promotions, and leadership positions compared to their darker-skinned counterparts. This creates a "hierarchy" within racial and ethnic groups, where those who are perceived as more "acceptable" in terms of skin tone or appearance receive better opportunities.

In educational and workplace environments, individuals who are considered "more palatable" because of their skin tone, accent, or cultural background may be more likely to be promoted or receive recognition for their work. This perpetuates an unfair system where merit alone is not enough to guarantee success—one's skin colour or regional heritage often plays a significant role in determining how they are treated and valued.

The Role of Media and Representation

Media representation plays a significant role in perpetuating racism within racism. When the media portrays only certain skin tones, accents, or cultural traits as the "norm," it reinforces internal biases and encourages individuals within marginalized communities to internalize these stereotypes. Lighter-skinned individuals are often seen in leadership roles, as romantic leads, or in positions of power, while darker-skinned individuals are frequently relegated to secondary roles or stereotypical depictions.

This lack of diverse representation contributes to a skewed sense of what is "acceptable" or "desirable" within the community, leading people to value lighter skin or certain cultural traits over others. The exclusion of darker-skinned individuals from mainstream media and advertising further fuels the sense of inferiority and exclusion they may already feel in their daily lives.

However, in recent years, there has been a shift toward greater inclusivity in media, with more focus on diverse skin tones, accents, and cultures. But the battle is far from over. We still see significant disparities in representation, and the continued dominance of Eurocentric standards of beauty and success perpetuates the idea that some members of marginalized groups are more worthy of visibility and opportunity than others.

Combating Racism Within Racism: Steps Toward Change

Addressing racism within racism requires a concerted effort to break down the biases and prejudices that exist within our communities. While the fight against systemic racism is vital, we must also focus on healing the divisions that exist within our own groups. Here are some steps that can help create change:

1. Education and Awareness: Education is key to challenging internalized racism and prejudices. Communities must engage in open conversations about the harmful effects of colourism, classism, and regional biases. By raising awareness and encouraging self-reflection, individuals can begin to recognize and confront their own biases. Education should be grounded in the history and impact of colonialism and slavery, as these events played a central role in shaping racial dynamics and hierarchies within communities.

2. Amplifying Diverse Voices: We must work to amplify the voices of those who are often silenced within our own communities. This includes elevating the voices of darker-skinned individuals, those from marginalized regions, and those from lower socioeconomic backgrounds. By celebrating a diversity of experiences, we can foster a more inclusive community that values all of its members.

3. Creating Safe Spaces for Dialogue: Safe spaces for open dialogue are essential for tackling racism within racism. These spaces allow individuals to share their experiences, listen to others, and challenge harmful beliefs without fear of judgment. Encouraging these conversations within families, workplaces, and communities can help build understanding and solidarity.

4. Supporting Policy Changes: On a larger scale, it’s essential to advocate for policies that promote equity and inclusivity within institutions. This includes policies in the workplace that ensure diversity in hiring and promotion practices, as well as educational initiatives that encourage inclusivity and challenge colourism. By changing the structures that perpetuate these biases, we can create a more just and equitable environment for everyone.

 

Breaking the Cycle: A Call for Solidarity

Racism within racism is a deeply ingrained issue that requires both individual and collective action to address. It's essential to recognize and confront the biases that exist within our own communities, as doing so is an important step toward healing and building solidarity across racial lines. Only by challenging colourism, regional prejudice, and classism within our own groups can we hope to create a more just and unified society.

In the fight against racism, we must acknowledge that the battle is not just against individuals or systems that oppress people of colour from outside our communities but also against the internalized prejudices that divide us from within. By recognizing and addressing these harmful dynamics, we can begin to dismantle the structures that perpetuate inequality, both within our own communities and in the broader world.

The road to healing is not easy, but it starts with honest reflection, open dialogue, and a commitment to challenging all forms of racism—both the ones we see and the ones we don't. It’s only through such efforts that we can hope to create a world where everyone, regardless of their skin tone, background, or class, can feel a sense of belonging and equality.

 

Conclusion: Moving Forward Together

Racism within racism is a complex and deeply ingrained issue that requires introspection and action from within our own communities. It’s essential to recognize that racism is not only an external force but also one that can be perpetuated within the spaces where we should feel most safe and supported. By confronting colourism, regional prejudice, and classism head-on, we can begin to heal the divisions that harm us and work toward a united front in the fight against broader systemic racism.

The journey toward unity and equality is not easy, but it starts with self-awareness, dialogue, and a commitment to creating an inclusive, supportive environment for all. Only by addressing the racism within ourselves can we begin to create a world that is truly just for everyone, regardless of their skin tone, cultural background, or socioeconomic status.

 

Donald Trump’s 2025 Inauguration: A World Transformed and on Edge

Donald Trump’s return to the White House in 2025 marks a critical turning point in global politics. His second inauguration comes at a time when the political, economic, and social landscapes are more polarized and complex than ever before. This blog takes a closer look at the far-reaching implications of his re-election, particularly for the United Kingdom, while also considering the broader political, social, and human rights impacts on the world.

Impact on the United Kingdom: A Special Relationship Under Pressure

The relationship between the United States and the UK, often referred to as the “special relationship,” has been through its ups and downs. Under Donald Trump’s renewed leadership, the UK will face both opportunities and significant challenges that could reshape its future policies and alliances.

1. Trade and Economic Partnerships

• Post-Brexit Trade Deals: Trump’s “America First” ideology may make negotiations more difficult for the UK, particularly as it seeks to strike a favourable post-Brexit trade deal with the U.S. While there may be some opportunities, such as preferential treatment in trade agreements, the UK could face significant pressure to open up more sectors to American companies, such as pharmaceuticals, agriculture, and digital services. Concessions might include the controversial acceptance of U.S. agricultural products (e.g., chlorinated chicken) or deregulated food standards.
• Economic Spillovers: The global economic environment under Trump’s leadership could be volatile, with increased trade tensions, particularly with China and the EU. While the UK may benefit from increased U.S. investment as the U.S. seeks to protect its interests abroad, sectors like automotive, aerospace, and technology could be destabilized by tariffs and trade wars. Furthermore, the U.S. dollar’s fluctuations may impact global markets, and this could lead to inflationary pressures on UK goods and services, creating uncertainty for businesses and consumers alike.
• Dollar Dominance: If Trump pursues a more protectionist or isolationist economic policy, a stronger U.S. dollar could have ripple effects on UK businesses and household budgets. Import costs could rise, and UK exporters may face challenges due to the fluctuating strength of the dollar.

2. Defence and Security Concerns

• Burden Sharing in NATO: Trump has historically pushed for NATO allies to increase their defence spending, and this will likely continue during his second term. The UK, as one of the largest NATO members, could face pressure to raise its military expenditure, adding strain to public finances in the aftermath of Brexit and the pandemic. This could further stretch the UK’s resources and shift priorities in terms of defence and domestic spending.
• Counterterrorism Cooperation: Despite some tension over Trump’s rhetoric, the U.S. and the UK share strong intelligence and security ties. However, Trump’s transactional approach to diplomacy may force the UK to navigate a delicate balancing act between maintaining strong intelligence cooperation with the U.S. and managing its own diplomatic relationships with European and global partners.

3. Political Fallout in the UK

• Populism and Nationalism: Trump’s success could embolden right-wing and populist movements in the UK. Groups advocating for tougher immigration laws, stricter national sovereignty, and the rejection of globalist policies might gain further traction. This could lead to heightened political polarization within the UK and may fuel calls for more protectionist economic policies.
• Devolution and Independence Movements: In Scotland and Northern Ireland, Trump’s second term could exacerbate tensions around independence. For Scotland, where there has been growing support for leaving the UK and rejoining the EU, Trump’s approach to global alliances may serve to alienate the country further. In Northern Ireland, the possibility of a hard border due to Brexit may complicate relations, further complicating the relationship with both the Republic of Ireland and the rest of the UK.

4. Cultural and Social Ramifications

• Polarized Perceptions: Trump’s leadership style and policies are polarizing, and the UK will likely see a sharp division of opinion, with some celebrating his nationalist approach and others strongly opposing it. This division could have lasting effects on public discourse, shaping the way political debates are conducted in the UK.
• Racism and Immigration: Trump’s views on race and immigration are deeply divisive, and his policies may lead to a more pronounced debate on these issues within the UK. For example, stricter immigration policies in the U.S. could reignite discussions in the UK about its own immigration system and refugee policies. Further, Trump’s rhetoric on race could embolden both progressive activists and far-right movements in the UK, resulting in a more polarized society.

 

Global Political Dynamics: Redrawing the Map

Trump’s return to power represents a major shift in global political dynamics, especially in how the U.S. positions itself relative to other world powers.

1. U.S.-Europe Relations: A Strain on Alliances

Trump’s disdain for multilateralism and the European Union (EU) could deepen rifts between the U.S. and its European allies. His “America First” agenda is likely to isolate the U.S. from broader international agreements, making it harder for the UK to maintain a balanced relationship with both the U.S. and Europe. While the UK may benefit from closer ties with the U.S. in trade and defense, the fallout from U.S. disengagement from the EU could create new challenges for Britain in its relations with both the U.S. and European partners.

2. A New World Order

• China and Russia: Trump’s combative trade policies and his ambiguous stance on Russia could lead to global tensions that directly affect the UK. The ongoing trade war between the U.S. and China may spill over into the UK, especially in industries reliant on Chinese imports or exports. The UK will need to balance its economic interests with China while simultaneously aligning itself with Trump’s hardline policies.
• Middle East Politics: Trump’s “America First” approach in the Middle East could lead to further instability, particularly regarding U.S.-Israel relations and the Iranian nuclear deal. This may complicate UK foreign policy, as it seeks to balance its traditional alliances in the region with emerging challenges.

Domestic Politics in the U.S.: Ripple Effects Across Borders

Trump’s policies on domestic issues will have far-reaching consequences, including for countries like the UK.

1. Deregulation and Climate Policy

Trump’s rollback of environmental regulations could have profound effects globally. His stance on climate change and environmental protection is at odds with global movements toward sustainability, and this could hinder international cooperation on climate action. The UK, as a leader in climate diplomacy, may find its efforts compromised by Trump’s resistance to climate agreements like the Paris Accords. This could weaken the UK’s ability to influence global climate policy.

2. Social Divisions and Activism

In the U.S., Trump’s policies often lead to significant social movements and activism. These movements frequently have international counterparts, and the UK could see a rise in activism on issues like racial justice, women’s rights, and LGBTQ+ equality. However, Trump’s policies could also embolden conservative counter-movements in the UK, creating a more polarized political environment.

Human Rights: Eroding Global Norms?

Trump’s second term is likely to see continued erosion of global human rights norms, with implications for both the U.S. and its allies, including the UK.

1. Immigration and Refugee Policies

Trump’s hardline stance on immigration may encourage other countries, including the UK, to tighten their own borders. The UK could face increased pressure from right-wing groups to restrict asylum seekers and refugees, particularly as global migration trends increase due to conflicts and climate change.

2. LGBTQ+ and Gender Equality

Trump’s appointments to the judiciary and his rollback of policies protecting LGBTQ+ rights could inspire similar movements in other countries, including the UK. Conservative factions within the UK may feel emboldened by Trump’s example, leading to renewed debates on gender equality and LGBTQ+ protections.

3. Authoritarianism’s Global Rise

Trump’s “transactional” diplomacy may embolden authoritarian leaders globally, undermining democratic norms. The UK, as a vocal advocate for human rights and democracy, may find itself increasingly isolated in its push for human rights abroad, especially as other nations, like Russia, China, and Turkey, adopt more authoritarian practices.

Donald Trump’s 2025 inauguration marks the beginning of a new era in global politics. For the UK, it presents both challenges and opportunities. The relationship with the U.S. will be tested in new ways, and Britain will need to adapt to the shifting political, economic, and social landscape. Trump’s second term could redefine global alliances, affect the future of international cooperation, and significantly alter domestic policy in both the U.S. and the UK.

Whether Trump’s presidency leads to renewed American dominance or amplifies existing global tensions, the world—particularly the UK—must navigate the complexities of a changing international order. As the global community watches, the questions remain: Will the U.S. lead with strength, or will the fractures of past policies worsen? How will the UK position itself in a world where the lines between diplomacy, nationalism, and global cooperation blur?

(My views)

 

Why I think my first male White PhD Supervisor Hated My Anti-Racist Research

Pursuing a PhD is often romanticized as a journey of intellectual discovery, a time when researchers are encouraged to push boundaries and make meaningful contributions to their field. But for many students of colour—myself included—this journey is fraught with obstacles rooted in systemic racism, institutional fragility, and the personal biases of those who hold power in academia. When I chose to focus my research on anti-racism in higher education, I didn’t anticipate just how much resistance I would encounter from the very person meant to guide and support me: my white PhD supervisor.

This resistance was not just an academic disagreement. It reflected a deeper discomfort with the subject matter itself—an unwillingness to confront the realities of race, power, and privilege in higher education. In sharing my story, I hope to shed light on the broader challenges faced by Black students and scholars and the impact of institutional complicity on our research, well-being, and futures.

The Challenges for Students of Colour in Academia

Higher education has often positioned itself as a space for enlightenment and progress. However, for students of colour, the reality can be starkly different. Universities remain sites of exclusion, where the lived experiences of Black and other marginalized students are routinely invalidated, overlooked, or tokenized. For many of us, navigating academia means battling microaggressions, systemic inequities, and an unspoken expectation to assimilate into predominantly white institutional cultures.

As a Black PhD student researching anti-racism, these challenges became especially pronounced. My research sought to interrogate the ways in which universities perpetuate and normalize racism under the guise of neutrality. Yet, I was met with resistance from my supervisor at every turn. From dismissing my methodology as "biased" to questioning the validity of my findings, their feedback often felt less like constructive critique and more like a deliberate attempt to undermine my work.

The Precarity of Black Scholars

One of the most glaring issues in higher education is the precarity of Black scholars. Black academics are severely underrepresented in tenured positions, with many occupying temporary or precarious roles. This lack of representation has a cascading effect: without Black faculty in leadership positions, there is often little advocacy for issues affecting Black students.

This precariousness also means that the burden of supporting students of color often falls disproportionately on Black faculty who are already stretched thin. These scholars are not only expected to produce rigorous research but also to act as mentors, advocates, and role models in ways that their white colleagues rarely are. This "invisible labor" is rarely acknowledged or compensated, further entrenching the inequities that Black academics face.

As a student, I felt this absence deeply. While I had supportive peers and external mentors, the lack of institutional backing from someone in my immediate academic circle left me feeling isolated. My supervisor’s repeated attempts to downplay the significance of my work mirrored a broader institutional failure to prioritize anti-racist initiatives beyond surface-level commitments.

The Impacts on Research and Black Students

This resistance doesn’t just affect individual researchers—it has far-reaching consequences for the research itself and for the students it aims to support. Anti-racist research is inherently disruptive. It challenges deeply entrenched systems of power and calls for a reckoning that many institutions are unwilling to confront. When supervisors and institutions resist this work, they effectively stifle innovation and perpetuate the very systems of exclusion they claim to oppose.

For Black students, this lack of support can be deeply demoralizing. It reinforces the idea that our voices and experiences are unwelcome in academic spaces. It’s no coincidence that Black students face higher attrition rates in graduate programs. The constant need to justify our existence, our research, and our worth takes a toll on our mental health and academic progress.

In my case, the emotional and intellectual labour of defending my research left me drained. I spent countless hours crafting careful arguments to pre-emptively counter the criticisms I knew I would face. Meanwhile, the energy I could have devoted to deepening my analysis or expanding my research was instead spent navigating institutional barriers.

The Cost of Institutional Complicity

My supervisor’s hostility toward my research also reflected a broader issue within academia: the institutional complicity in maintaining whiteness as the norm. Universities often frame themselves as progressive spaces, yet they rely on structures and practices that uphold systemic inequities. Diversity initiatives are frequently reduced to performative gestures, while meaningful efforts to dismantle racism are met with resistance.

This complicity has a direct impact on students. When institutions fail to support anti-racist research or to prioritize the well-being of Black students and scholars, they reinforce a culture of exclusion. The message is clear: you can be here, but only on our terms.

A Call for Change

Reflecting on my journey, I’ve come to understand that my supervisor’s resistance wasn’t just about my research—it was about their inability to confront their own privilege and complicity. Anti-racist research demands accountability, and accountability is uncomfortable. But discomfort is a necessary part of growth.

To truly support Black students and scholars, universities must move beyond performative gestures and commit to systemic change. This includes:

·  Increasing the representation of Black faculty in tenured and leadership positions.

·  Providing tangible support for anti-racist research, including funding and institutional backing.

·  Acknowledging and addressing the invisible labour placed on Black scholars.

·  Creating mechanisms to hold supervisors and institutions accountable for their treatment of marginalized students.

Conclusion

My experience as a Black PhD student researching anti-racism was both a struggle and a revelation. It exposed the deep-rooted challenges that students of colour face in academia and underscored the urgent need for change. Despite the resistance I encountered, I remain committed to this work—not because it is easy, but because it is necessary.

To fellow researchers facing similar challenges: know that your work matters. Seek allies who value your contributions, and remember that the resistance you face is often a reflection of the transformative power of your research. Together, we can continue to challenge the systems that seek to silence us and create a more equitable future for those who come after us.

(from an anonymous student)