The backlash against Diversity, Equity, and Inclusion (DEI) initiatives is a constant obstacle in today’s workforce. In a perfect world, every employee would engage with DEI programs to secure their effectiveness, but the reality is much more complicated. While HR leaders fully understand the benefits of fostering a workplace that is inclusive of all backgrounds, not every employee agrees. If any instances of employee resistance to DEI were simply outliers, they wouldn’t require much attention to ensure the program’s efficacy. Unfortunately, these situations are not outliers, and they are a real threat to DEI’s success. Data from Gartner revealed that 42% of employees reported that their colleagues see DEI initiatives as divisive and actually resent those efforts. Overall, 44% of employees noted that their colleagues feel alienated by DEI. With such a high number of employees witnessing a backlash against DEI, HR leaders are left with the tricky task of managing resistance in a way that encourages participation rather than causing further resentment.
Employees who feel alienated by DEI initiatives are unlikely to engage with them, so HR leaders must evaluate the language used in these programs. Many companies use negative messaging in their DEI training with implied threats if the company must legally address discrimination on behalf of ill-behaved employees. Not only will this push employees away from supporting DEI, but it also harms their underrepresented colleagues and frames them as liabilities instead of valued team members. To help combat this, HR leaders must communicate the benefits of DEI. Research has consistently shown how diverse teams bring more creativity and innovation to the company. Leaders can either share published data on this subject, or they can use examples and recorded metrics that show how DEI has advanced their own company’s performance.
The purpose of DEI is to be inclusive to everyone, which means listening to and addressing employee concerns. Allow employees a safe space to share feelings of antagonization or fears of no longer belonging in the workplace with more focus on underrepresented groups. When HR leaders fully understand the reasons behind the resistance to DEI, they can then form strategic responses that allow everyone to feel heard and that everyone still has an important place on the team.
One of the most important strategies HR leaders can implement while facing resistance is to ensure that employees feel like they are a part of the solution—not the problem. So much information is shared on what not to do or how things can go wrong when employees should learn just as much about how they can positively affect workplace inclusivity. Instead of using opposing language, invite employees to be allies to the cause. Highlight how the program’s success is dependent on everyone working together to ensure all colleagues feel a sense of belonging within their teams.
It’s no secret how DEI efforts enhance company performance, but not every employee can see its benefits straight away. This is especially true for those who feel antagonized by DEI communication styles that mainly focus on all the ways their behavior can negatively impact DEI efforts. However, when HR leaders focus on the benefits of inclusivity, fairness, and the inclusion of everyone on the team as part of the solution, they can successfully manage and actively reduce harmful backlash against DEI.
