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 an outlier, they wouldn’t require much attention to ensure the program’s efficacy.
Unfortunately, in cases where they are not outliers, they can threaten 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.
To help enhance engagement with DEI initiatives, HR leaders can communicate the benefits of DEI. Research continues to show 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.
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. Invite employees to be allies to the cause and 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. 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.
