Resistance to DEI
Our previous newsletter discussed where DEI goes from here, and we mentioned the recent presidential election, the rise in anti-DEI rhetoric and campaigns, and the impact those things might have on Diversity, Equity, and Inclusion programs and initiatives moving forward.
We shared that DEI is not about politics, that performative DEI work will never move the needle and the current climate will lead some companies to stop these efforts, and that the vast majority of leaders are actually increasing their investment in DEI and doubling down on work to foster a culture built on diversity, equity, and inclusion at their organizations.
Some of the current noise around DEI - while loud - is just noise, and we can feel comforted by the majority of leaders who remain committed to DEI, but it can still be challenging to lead DEI day-to-day. This is especially true when we encounter internal resistance, possibly from team members who are feeling emboldened by the current political climate or who are feeling seen by the voices currently criticizing anything related to DEI.
It is critical to engage with people who are resistant to DEI, to seek to understand their perspective and concerns, and to address those concerns and model DEI advocacy.
These are hard conversations - here’s a helpful guide for how to engage with resistance to DEI:
If you are facing resistance to your DEI efforts, we can help. Drop us a note at hello@equity-at-work.com anytime!
Need help determining how to achieve high-impact, measurable results with your DEI work? Contact us here.
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