Resources

Tools of the trade to support your learning and strategy application.

Understanding and Navigating the Seven Common Reasons for DEI Pushback

Reason #1

Change is Messy
Change inherently disrupts the status quo, challenging well-established power structures and traditions. This can make DEI efforts feel uncomfortable and messy, requiring a strong commitment to psychological safety and clear processes to keep everyone engaged.

Response Strategy

Establish Clear Processes and Goals: Develop and communicate a clear roadmap for DEI initiatives, outlining specific processes and goals. This helps manage expectations and keeps everyone aligned.

Promote Psychological Safety: Create an environment where employees feel safe to express their thoughts and concerns without fear of retribution. Encourage open dialogues and provide support during times of discomfort and uncertainty.

Reason #2

A Refusal to Interrogate the Comfort of a Long-Held Identity or Ideas
DEI initiatives often confront deeply ingrained national narratives and patriotic ideals, particularly in the U.S. This can trigger defensive reactions, as changes to foundational aspects of national identity, such as the education curriculum, can be seen as threatening.

Response Strategy

Adaptable Approaches: Meet people where they are by using adaptive strategies that consider individual and group readiness for change. Tailor interventions to different levels of resistance and provide ongoing support.

Education and Accountability: Implement educational programs that focus on building awareness and understanding of DEI issues. Hold leaders and employees accountable for their roles in promoting DEI.

Reason #3

Power Transfer is Scary for the Privileged
Sharing power can feel threatening to those who currently hold it. Social movements calling for power-sharing have historically faced resistance, and it is often met with rationalized calls for patience or outright rejection.

Response Strategy

Build Trust and Common Ground: Engage in trust-building activities that foster open communication and mutual respect. I selfishly recommend my TIMELY Method. Use interest convergence to align DEI goals with the broader interests of the organization.

Highlight Benefits of DEI: Demonstrate how DEI initiatives benefit everyone, including those in privileged positions. Use data and real-life examples to show positive outcomes, such as improved innovation and employee satisfaction. Tell the story.

Reason #4

Deep-rooted DEI Work Requires Extensive Time and Energy
Addressing deep-seated conflicts and traumas within organizations requires a long-term commitment and dedicated focus. Leaders often seek quick fixes, but these can cause further harm and distrust.

Response Strategy

Long-Term Commitment: Emphasize the long-term nature of DEI work and allocate sufficient resources to sustain efforts over time. Avoid quick fixes and instead focus on building a strong foundation for lasting change. Update your audience along the way.

Skilled Leadership: Appoint dedicated DEI leaders with the skills and experience necessary to navigate complex issues and drive meaningful progress. Ensure they have the support and authority needed to implement strategies and foster accountability.

Reason #5

DEI Language “Feels” Exclusive
DEI initiatives can sometimes feel exclusive due to complex terminology, jargon, and a perceived focus on specific groups. This can make DEI efforts seem superficial or imposed.

Response Strategy

Simplify Communication: Use clear and simple language when discussing DEI concepts. Avoid jargon and acronyms that may alienate or confuse employees.

Inclusive Planning and Implementation: Involve ALL groups in the planning and execution of DEI initiatives. Don’t rely on marginalized groups to fix the issues that negatively impact them. Everyone has a role to play in their organization’s health. Side note, ensure that initiatives are culturally relevant and resonate with the specific context of the organization.

Reason #6

Conflicting Ideas Over Standardization and Progress Measurement of the Work
Different contexts require different approaches, making standardization and measurement of DEI progress challenging.

Response Strategy

Define Clear Metrics: Establish clear and measurable DEI goals that are relevant to the organization’s context. Use both quantitative and qualitative metrics to capture a comprehensive picture of both impact and outcomes data.

Short-Term and Long-Term Goals: Balance short-term achievable goals with long-term strategic objectives. This helps maintain momentum and demonstrates continuous improvement.

Reason #7

Outdated Foundational Understandings About DEI and Its Purpose
Many people still rely on outdated frameworks of dos and don’ts and tolerance-based approaches, which fall short in addressing systemic issues.

Response Strategy

Promote Continuous Learning: Encourage a culture of continuous learning and intellectual humility. Provide ongoing training and development opportunities to help employees and leaders stay informed about evolving DEI concepts and practices. Use learning as a tool to support the journey and not a weapon to force messaging.

Shared Language and Tools: Develop and disseminate shared language, meaning, and tools to assist everyone in their DEI journey. Create resources that are accessible and user-friendly.