Rolls-Royce has withdrawn formal support for its internal diversity networks, including its LGBTQ+ group, as part of a global policy shift driven by compliance with US anti-DEI legislation.
The aerospace and defence giant has informed staff that it will no longer fund events, provide intranet visibility, or allow on-site promotion for identity-based employee networks. These include Prism, its LGBTQ+ employee group, and other minority support initiatives. While employees can continue meeting informally, the company has removed all formal recognition of these groups.
In their place, Rolls-Royce has introduced a company-wide “employee voice network” open to all staff, regardless of background or identity.
The policy change comes in response to diversity, equity, and inclusion restrictions introduced under recent US legislation. Although the legal modifications only apply to the United States, where Rolls-Royce employs around 6,000 people, the company is implementing the new policy globally to maintain consistency across its 43,000-strong workforce.
Rolls-Royce is one of several UK-headquartered firms that have adjusted their DEI strategies due to US political pressures. Other companies are making similar moves this year, including the pharmaceutical group GSK and the advertising conglomerate WPP.
This development marks a significant departure from Rolls-Royce’s previous positioning, which had stressed inclusion as a driver of innovation and talent retention.
