I agree with everything else on this list, and I understand why this one is there, but I find it really sad that because of the TRA banshees, the value of EDI generally is being reduced to nothing. EDI shouldn't and never was just about trans issues, and in my experience with employment law cases, there are so many other EDI issues where having a dedicated resource is actually very important - talking pregnant women where managers are trying to sack them, people being discriminated against being of their faith, people facing homophobic bullying in the workplace, women being passed over for promotions or routinely paid less than men for the same job, etc etc. These issues should come under the HR remit but seem to be better handled by managers with proper training in the Equality Act which not all HR professionals do seem to have. This is another issue for me with TRA bollocks - other people will undoubtedly suffer because I think your list is what will end up happening at some point, and some of these things (like cutting EDI managers) are a kind of snap reaction, or shall we say a more extreme response to match the extremity of the TRA screeching, and there will be other people who will no longer benefit from those services as they were actually intended to be used
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