EQUIPPING DIVERSITY, EQUITY, and INCLUSION LEADERS andALLIES TO NAVIGATE RESISTANCE and BECOME STORMPROOF
7 Strategies to Sustain DEI
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EQUIPPING DIVERSITY, EQUITY, and INCLUSION LEADERS and
ALLIES TO NAVIGATE RESISTANCE and BECOME STORMPROOF
7 Strategies to Sustain DEI
In a world where the winds of change are often met with resistance, diversity and
inclusion leaders AND allies stand as beacons of progress, guiding their organizations
through the transformative seas of diversity, equity, and inclusion (DEI). This evolution
to building strong organizations and communities is not without its storms. Around the
globe, leaders and allies of DEI navigate attacks, erratic government support, being
overlooked or misrepresented by the media, being misunderstood by the public, and
other opposition. Amidst these challenges, how can DEI leaders and allies remain
steadfast and continue to successfully champion diversity, equity, and inclusion
outcomes that improve lives, business performance, and civil society?
Understanding the Resistance
Resistance to DEI strategies and initiatives often stems from a lack of understanding
and a fear of change. It is crucial to recognize that misconceptions about DEI do not
define its value or diminish its inherent importance.1
The first thing we must do is to understand the resistance. Opposition to DEI
initiatives can arise from several factors. This can include:
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- Disagreement with ideas or policies, a position often rooted in a lack of
understanding and fear of change - Cultural and social viewpoints
- Past experiences may include the following:
o Negative Personal Encounters: Individuals may have had negative
experiences with DEI initiatives that felt forced or insincere, leading to
skepticism and resistance.
o Perceived Threat to Status: Some individuals may feel that DEI
initiatives threaten their status or opportunities, believing that they will lose
out to others due to preferential treatment based on race, gender, or other
factors.
o Misunderstanding or Lack of Awareness: A lack of understanding
about DEI goals and benefits can lead to resistance. If individuals are not
educated on why DEI is important to the business, they might see it as
unnecessary or unfair.
o Cultural Background: People from diverse cultural backgrounds might
have varying attitudes toward DEI based on their upbringing, societal
norms, and personal values.
o Past Discrimination or Exclusion: Individuals who have felt
discriminated against or excluded themselves, even if for distinct reasons,
might resist DEI efforts if they perceive them as being selective or biased
in addressing issues (theirs not included).
o Fear of Change: Change can be intimidating, and DEI initiatives often
require organizational culture and practice shifts. Those comfortable with
the status quo may resist changes that DEI initiatives bring.
o Previous DEI Failures: If past DEI efforts in an organization have failed
or were poorly implemented, individuals might be skeptical of new
initiatives, expecting them to be equally ineffective.
o Economic Concerns: Some might fear that DEI initiatives will impact
their job security or financial opportunities, mainly if they believe these
efforts lead to quotas or hiring practices that disadvantage them. - Perceived threats, including those to existing power dynamics and economic
concerns
It is crucial to recognize that misconceptions about DEI do not define its value or
diminish its importance as a business initiative. Understanding these experiences can
help tailor DEI initiatives to address concerns and foster a more inclusive and accepting
environment. DEI is not a zero-sum game; but a collective step towards a more
inclusive and equitable future where all can contribute and succeed.2
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Understanding and planning for resistance involves several steps: - Identify the Sources of Opposition:
o Individual Opposition: This can stem from fear of the unknown, lack of
trust in management, or concerns about personal impact.
o Organizational Opposition: This might arise due to existing structures,
processes, or cultures that are hard to change.
o External Factors: Market conditions are shaped by economic indicators,
trends, and external influences. Some influencers include the buying
power of women, people of color, people with disabilities and their
families, LGBTQ+ and their families, and generational representation.
Politics and government regulations as well as social changes can also
contribute. - Diagnose the Type and Level of the Opposition:
o Active Opposition: Includes overt actions such as protests and vocal
criticism.
o Passive Opposition: More subtle actions such as lack of cooperation or
engagement. - Engage Stakeholders Early:
o Communication: Clearly explain the reasons for change, benefits, and
impact on all stakeholders.
o Involvement: Include stakeholders in the planning and decision-making
process to build ownership. - Develop a Comprehensive Plan:
o Assessment: Conduct a thorough evaluation to understand the scope
and scale of the opposition.
o Strategies: Develop tailored strategies to address specific concerns. This
might include training, support systems, or incentives.
o Feedback Mechanisms: Collaborate with the communications
department to establish channels for continuous feedback and adjust as
needed.
o Implement Change Management Techniques:
§ Education and Training: Equip people with the skills and
knowledge they need to adapt to change.
§ Support Systems: Provide resources such as counseling,
coaching, mentorship, or additional staffing to ease the transition.
§ Leadership: Ensure leaders are visible, supportive, and consistent
in their messaging. - Monitor and Adjust:
o Track Progress: Use metrics to monitor the progress of the change
initiative.
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o Adjust Strategies: Be prepared to modify your approach based on
feedback and changing circumstances.
The Role of CDOs, Leaders, and Allies in Navigating Change
As leaders or allies of DEI strategies and initiatives, your role is pivotal in educating,
advocating, and demonstrating the intrinsic value of DEI. It is about fostering an
environment where every voice is heard, every person is seen, and every individual
matters. And it is about designing and implementing strategies that advance DE&I and
business success together.
Remember, pushback is often a sign of progress.1 On top of that, backlash-fed
disruptions can fuel ambitious innovation, challenging the limitations of prevailing
approaches so that DEI can leap ahead. 3
Your efforts are making waves, and the shores of ignorance and misunderstanding are
continuously eroded with each wave.
DEI is a pathway for prospering together by ensuing that everyone’s basic needs are
met, allowing everyone to be safe, express themselves, and create value as they fulfill
their roles in organizations and society. DEI aims to dismantle policies and patterns
rooted in division, which diminish resources and opportunities for everyone. It is a
chance for solidarity and collective action, where diverse coalitions unite to pursue
common interests for all. 4
Strategies for Sustaining DEI Initiatives
Here are some strategies to help you sustain your DEI initiatives:
- Strengthen Your Messaging: Ensure your communication resonates
authentically with everyone in your audience. Share success stories and data
that highlight the positive impact of DEI 2 to focus on the benefits DEI brings to
engagement, innovation, and other business results. Weave DEI into all
business communications and business decisions. - Educate and Engage: Provide learning experiences to educate employees and
stakeholders about what diversity, equity, and inclusion are (as well as what they
are not) and the value they create for everyone. Create platforms for open
dialogue to address concerns and misconceptions. 2 - Showcase Inclusivity: Highlight how DEI benefits everyone, not just
underrepresented and marginalized groups. Highlight how diverse perspectives
shared within an inclusive and equitable environment lead to innovation and
growth. 2 - Connect the dots: Make DEI an indivisible part of your business strategy,
operations, and the way work gets done every day. 2 Clearly articulate the value
proposition to all individuals, teams, organizations, and society.
Page 5 of 5 - Measure and Share Results: Use rigorous metrics – focused not only on
diversity, but also on inclusion and equity – to demonstrate the effectiveness and
impacts of initiatives. Transparency in results can build trust and support. 2 - Work Together: Collaborate across sectors, organizations, and countries,
embracing similarities and differences to co-create knowledge, solve problems,
and drive change. Lever collective strengths to increase influence, expand
support, and more effectively engage stakeholders for unprecedented impact. - Build your resilience: This complex work can be demanding and lonely at
times, so it is critical that you take care of yourself. Stay connected with other
CDOs and other trusted partners, build a dedicated support network, be flexible,
and learn innovative approaches and ways to navigate the storm.
Conclusion
To the dedicated CDOs, DE&I leaders, and Allies feeling undefended, unsupported, and
overwhelmed, know that you are not alone. Your work is the cornerstone of a more just
and equitable society. Together, we can continue to dismantle barriers, build bridges of
understanding, and drive mutual success. Let us stand united in our commitment to
diversity, equity, and inclusion – for it is in unity that our strength lies.
1 Catalyst (May 2024). What’s Really Causing the DEI Backlash – And How to Fix It
2 Catalyst (February 2024). 33 Ways to Address the Backlash Against Diversity, Equity,
and Inclusion (DEI)
3 Maitland, A. and Steele, R. (2020). INdivisible: Radically rethinking inclusion for
sustainable business results. Young & Joseph Press.
4 McGhee, H. (2021). The sum of us: what racism costs everyone and how we can
prosper together. First edition. New York, One World.
Authors:
May Snowden, Snowden & Associates, Inc.
Rebekah Steele, Diversity and Inclusion Breakthroughs
Graciela Meibar, Graciela Meibar.Coaching.Consulting.Inspiration, Inc.
August 6, 2024