Handling Resistance to DEI Strategies

Even the most inclusive organizations face internal resistance to diversity, equity, and inclusion (DEI) initiatives. Recently, one of the organizations I look up to the most reached out to me for guidance with their DEI strategy. While their immersive initiatives appeared flawless to me, the company was concerned about recent DEI survey results. Some of their team members were indicating frustration with the diversity and inclusion practices, citing feelings of reverse discrimination and overall resistance to ongoing efforts. These sentiments sometimes infiltrate workplaces with a new, progressive DEI strategy. If your business is experiencing a similar struggle, here are 7 tips for you to consider:

1. Stick to your Morals

In a leadership position, we’re often tasked with making difficult decisions and instrumental choices. There will always be individuals that disagree with our selections and even push back on our progressive stances. Implementing a DEI strategy is no different. When embarking on the journey towards increased inclusion, we must hold strong in our resolve to create positive culture. Resistance to DEI initiatives is not a personal attack; instead, these feelings often stem from a fear of change and fear of loss. Rather than trying to placate the needs of a few disgruntled employees, we must focus on spreading awareness, compassion, and dedication to DEI. Our main priority as leaders is to create a safe, productive, and engaging workplace for all. This process may create some push-back, but we must continue to be supportive and intentional in our DEI strategy implementation.

2. Use Values that Appeal to All

When deciding upon the values for our DEI strategy and mission statement, we should emphasize core beliefs. By conducting a survey regarding shared attitudes, we can grasp the underlying principles of our employees and integrate their ideas into our diversity and inclusion mission. If we find ourselves struggling to establish a common ground, respect and equality are two key attributes that nearly everyone supports. To calm individuals who believe that DEI favors certain political parties or gives others an undeserved advantage, emphasize a focus on fairness and underscore other shared beliefs that unite team members. By reestablishing the goals of DEI to universally championed values like trust, compassion, and teamwork, we can engage resistant employees and improve productivity.

3. Listen to All Employees

Like values that appeal to all, we must ensure that DEI initiatives, surveys, and dialogue incorporate discussion from all employees. While elevating minority voices is important, we cannot silence those from majority groups. By actively listening to all employees, no matter their demographic features, we gain a better overall understanding of DEI within our organization. Diversity and inclusion efforts should address concerns raised by all groups regarding race, gender, religion, etc. We showcase our empathy and compassion for all groups through this process, including both minority and majority communities. By hearing the needs of different individuals, we begin to create a more inclusive workforce that incorporates diverse desires.

4. Include All Demographics in Initiatives

True inclusion takes the form of equitable representation and engagement with the DEI strategy. While it is common for certain diversity initiatives and leadership positions to attract minority employees, the central aim for inclusion cannot be forgotten. When forming a DEI Council or board, ensure that all members, especially leaders, represent the organization’s demographics. This means incorporating individuals from all groups — minority and majority. By including different types of individuals in our diverse teams, we highlight our commitment to inclusion. If resistant employees see their team members and demographics represented in the DEI movement, we can increase their participation in future initiatives and decrease any resistance.

5. Be Clear and Transparent

Nobody enjoys the feeling of being rejected for a promotion or mentorship program. Compound this disappointment with a general misunderstanding of the DEI process, and we create the perfect setting for employee resistance to diversity practices. To combat this, we must be transparent and willing to share the tactics and techniques utilized in DEI initiatives. Impactful decisions about promotions or selection should be clear with employees and discussed openly to build trust and understanding within the organization. If we’re thinking about starting a leadership pipeline for diverse individuals, we must be direct about the goals of this initiative and the selection process. Additionally, consider redirecting majority employees to alternative programs for their professional development if they voice feelings of unfairness. By outlining the function and mechanisms of DEI practices, we can increase understanding of the importance of diversity and decrease claims of preferential treatment or reverse discrimination.

6. Engage and Support Managers

When creating DEI initiatives, we have to keep in mind our managers, who are often in charge of implementing these practices. Encourage leadership teams to lead by example and engage in open conversation. Through this process, we can encourage team members to follow in their supervisors’ footsteps, empowered by their leadership to create a positive change. Furthermore, we should support our supervisors with additional training for managing resistant employees. By assisting before difficult situations arise, we can decrease the stress of training and integrating a reluctant employee and ensure that our leaders feel valued and appreciated.

7. Create a Continuous Dialogue

While increased DEI training and programs are beneficial, these educational practices fall flat without a safe and open dialogue between team members. By encouraging employees to talk about DEI, we create an inclusive atmosphere where ideas are celebrated and freely shared. This initiative can take the form of discussion forums following training sessions or even safe spaces in the office where DEI conversations are supported. Once our teams become comfortable sharing their experiences, the overall sense of inclusion and welcoming will blossom! Through this process, we can get the most out of traditional diversity training and ensure that all employees, even resistant ones, can voice their opinions and learn from coworkers.

Even DEI award-winning organizations struggle with resistance and disengaged individuals. As leaders, we must understand that we cannot appease all employees; however, it is our job to create a safe and inclusive workplace for all. Do not feel discouraged if a small group of individuals expresses disagreement with new DEI policies. Instead, we must hold firm to our morals and continue to forge a clear path towards inclusion. Enforce accountability for actions and address damaging negative situations immediately to prevent resistance from turning into oppression and prejudice within the workplace. With these tactics, we can continue moving forward towards a future where all employees understand, support, and feel included in the DEI process.

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.