Will Trump's inclusion policies affect UK businesses? 

At Laughology, one of the things we’re experts in is the use of appropriate humour. Humour can be an effective tool in most scenarios - if used properly. However, there are times when humour is not appropriate. A case in point. I’m writing this blog on Holocaust Remembrance Day. It will not be funny.    

Today, of all days, I can’t help but reflect on how far we still have to go and how little we’ve learned. The backslide into regression that the world has been experiencing for the past decade is now a full-on race to the bottom. There will be no winners.  

Despite what the politicians tell you, the global swing towards isolationism, protectionism, societal division and combative relations will not end well for anyone. We’ve been here before.  

Being Jewish, I’m sensitive to the global tensions that have created a rise and islamophobia and antisemitism. There is a profound sadness about the state of the world and the vulnerability many of us feel. Days like this remind us of the catastrophic consequences of “othering” people and the vital importance of creating spaces where everyone feels valued and safe, whether in society, schools, or the workplace.  

What we have seen over the past few years, where the disenfranchised look for people to blame, where ‘culture wars’ divide society and where groups of people are dehumanised by language, is indicative of a societal sickness, the type of which led to the awful events being commemorated on Holocaust Remembrance Day.  

Make inclusion great again  

At Laughology, we’ve always banged the drum for inclusion, not just because it’s right but because it makes business sense. Research consistently shows that diverse teams are more innovative, productive, and engaged. It’s simple: when people feel valued, they bring their best selves to work.  

Inclusion also links directly to mental health and wellbeing. Feeling excluded, whether due to race, gender, neurodiversity, or anything else, has an impact on mental health. I know this from personal experience.  

School wasn’t easy for me. As a child who struggled to engage, I often felt like I didn’t belong. Being excluded from lessons and labelled disruptive made me feel like something was wrong with me. Years later, I was diagnosed with dyslexia, and suddenly everything made sense. It wasn’t that I couldn’t learn; the system wasn’t built for how I think.  

Fast forward to my stand-up comedy days, and the tables turned. Comedy gave me a platform to embrace my differences. My dyslexia became my superpower, helping me see the world in unique ways.  

As a woman navigating the comedy and business worlds (both of which are still heavily male-dominated at the top levels), I often feel like the odd one out. That feeling of not quite fitting in is something many people experience, and it has a huge impact on how we work and live. Those experiences taught me the value of creating spaces where everyone feels they belong.  

This lesson is at the heart of Laughology. Inclusion isn’t just about ticking boxes; it’s about unlocking potential, being open to new ideas that create innovation, and creating workplaces where everyone can thrive.  

Lessons for leaders  

Inclusion starts with self-awareness. It’s about recognising the biases we all carry and taking steps to challenge them. Here are three practical ways to be more inclusive:  

Listen and communicate mindfully  

Inclusive leaders listen more than they talk. They ask open-ended questions and are willing to admit when they don’t know something. Try saying: “If I say the wrong thing, help me understand.” It’s a simple way to build trust.  

Challenge stereotypes  

If you hear a comment or see a behaviour that doesn’t sit right, challenge it constructively. Ask, “Why do you think that?” and offer a different perspective. Inclusion thrives when we encourage open dialogue.  

Be curious, not assumptive  

Don’t assume you know someone’s story. Ask about it instead. Curiosity is the key to breaking down barriers and building connections.  

Inclusive ‘til I DEI  

While Donald Trump’s anti-DEI policies don’t directly affect the UK, they do serve to reinforce the regressive ideas that some business leaders may have and serve as a reminder of how fragile progress can be when inclusion becomes politicised.  

It remains to be seen how these policies affect US businesses and subsidiaries based in the UK. They shouldn’t make a difference for any organisation operating under the jurisdiction of British law. And I hope they don’t bleed across into workplace cultures. It’s essential to reassure employees that inclusion remains a priority.  

Here in the UK, we’re fortunate to have robust legal frameworks supporting diversity and inclusion. But legislation alone isn’t enough. True inclusion requires cultural change, something we at Laughology are passionate about helping businesses achieve.  

Inclusion isn’t just a moral or legal obligation; it’s imperative for business. Research shows that inclusive workplaces see higher employee engagement, better retention, and better decision-making. Creating a culture of belonging isn’t just good for business; it’s good for people. And happy, healthy people are the foundation of any successful organisation.  

Being different is a strength, not a weakness. But it’s only a strength if it’s recognised and valued. 

So, whether you’re a leader looking to make your workplace more inclusive or an organisation navigating global challenges, remember that inclusion starts with you. When people feel they belong, they can achieve incredible things. And if we at Laughology can help you on that journey, you know where to find us. 

Let’s keep the inclusion conversation going - for better businesses, better mental health, and a better world.  

If you’d like some support around inclusion for your team, get in touch with Doug, and he’ll share how we can help - doug@laughology.co.uk