Turning pushback into passion: overcoming DEI resistance

Diversity of thought is an essential driver of innovation and creativity. It enables organizations to solve problems more effectively and develop unique solutions. Additionally, understanding and connecting with diverse customers and markets is essential in our global economy.  

It’s no surprise, then, that companies increasingly recruit people from diverse backgrounds – gender, ethnicity, sexual orientation, disability, age, culture, class, religion, and opinion. They also focus on treating them as equals, giving them more authority, and ensuring their voices are heard. And they are making this DEI framework – DEI stands for diversity, equity, and inclusion – an integral part of their strategy and culture. Over the last decade, DEI has become vital for companies’ success. If you prioritize DEI, you are better positioned to tap into new markets and respond to the needs of a diverse customer base.  

Moreover, customers, employees, and investors often view companies committed to DEI more favorably. A strong reputation for diversity and inclusion can enhance brand value and attract top talent. Employees are increasingly seeking workplaces that value diversity and provide an inclusive environment where they can thrive. Similarly, investors recognize that companies with strong DEI practices are better equipped to navigate the complexities of the modern business world. 

How to understand pushback to DEI initiatives … 

Despite the clear benefits, not everyone is happy when DEI initiatives are implemented in their company – sometimes, they even result in significant pushback. Employees may fear change, lack awareness, have personal beliefs that clash with the DEI philosophy or experience threats to their positions or power. This pushback is not always intentional or motivated by ill will. Yes, some individuals may genuinely disagree with specific DEI policies or methods, but others may not fully understand the goals and benefits of DEI efforts. 

… and how to make it melt away 

So, how do you include more people in your DEI story? How do you make DEI resonate with everyone, even the harshest skeptics in your workforce?   

1. Rule #1: you will talk about DEI  

As simple as that. Talk to your people about why you make DEI part of your company’s DNA. Use all the data, statistics, and personal stories you can get your hands on to illustrate why DEI matters and benefits everyone. Creating an inclusive and diverse work environment is not only morally the right thing to do but also essential if you want to be successful. 

Therefore, look for case studies of companies that successfully implemented DEI initiatives and reaped the rewards. These studies can also present data showing the correlation between diversity and improved business performance. Of course, nothing speaks like the personal stories of employees who have benefited from DEI efforts. Those stick, too.  

2. Train your people 

Conversations about DEI should involve more than discussing pros and cons. You may also need to educate your employees. After all, some people may simply lack awareness of the issues, knowledge of best practices, or the skills required to participate effectively – no shame in that. Comprehensive training can help bridge these gaps. You may consider organizing workshops on unconscious bias to help employees recognize and address their biases. Cultural competency training can enhance employees’ ability to work effectively with colleagues from diverse backgrounds. Allyship training can empower employees to support and advocate for their marginalized colleagues. The goal is to foster a shared understanding that, in turn, promotes a culture of respect and inclusion, making your workplace a more welcoming and creative place. 

3. Create safe spaces for discussion 

Make it safe for employees to discuss DEI issues. Not everyone is eager to share their ideas and feelings on sensitive issues. People don’t like to be judged or criticized, so unless they feel 100% comfortable opening their mouths, you won’t be able to have an in-depth discussion. Therefore, encourage open talks where everyone feels respected and heard. This helps address concerns and fosters a supportive environment. Providing anonymous channels for feedback can also help employees feel more comfortable sharing their thoughts. 

4. Lead by example 

Leadership commitment is crucial for overcoming pushback to DEI efforts. If you endorse DEI only in words, your employees will be less likely to put in the effort. Leaders aiming for an inclusive and diverse workplace should lead by example, foster conversations about DEI, and take responsibility for advancing diversity and inclusion.

For example, they could demonstrate their commitment by participating in DEI training, actively supporting DEI initiatives, and addressing any instances of discrimination or exclusionary behavior. They can also set clear expectations for inclusive behavior and hold employees accountable for meeting these standards. 

5. Measure and share progress 

Keep your people informed about your company’s progress toward more diversity, equity, and inclusion. Measuring and sharing that progress can help build support and sustain momentum. Regularly tracking and reporting on DEI metrics, such as workforce diversity, employee engagement, and inclusion, can demonstrate your commitment to DEI and highlight areas for improvement. 

Sharing success stories and celebrating milestones can also help build enthusiasm and support for DEI efforts. Recognizing employees who have contributed significantly to DEI initiatives can encourage others to get involved. 

If you take this advice by heart, you can turn DEI pushback into passion. This way, you build a more harmonious workplace and pave the way for innovation and success. So, when do you start?