How Can You Manage Resistance to Diversity and Inclusion?

Employees will resist DEI initiatives for any number of reasons. These reasons include a lack of understanding, limited knowledge, or clarity on how these initiatives fit into their organization’s strategy.

Resistance in these situations is typical, and in some cases, it can be a good thing indicating motivation, learning, and growth.

The most important thing to remember when it comes to resistance to DEI initiatives is that you can’t eliminate it, but you can manage it. You can’t stop people from resisting. But you can make it easier for them to move forward.

To manage resistance and create sustainable change, the change manager must understand and recognize the different types and causes of pushback.

There are two main types we explored in this article, quiet and probing resistance.

"Resistance is natural in the face of change, and in some cases, it can be beneficial".

Quiet Resistance

At first, quiet resistance may disguise itself as an effortless and collaborative experience. In these scenarios, stakeholders appear to comply with every step of the process or provide no pushback. Despite its appearance, this is a form of resistance that can lead to a loss of motivation or destructive actions further into the process. In either case, the best way to handle this issue is through communication. Change managers should ensure that they are directly and continually requesting feedback from stakeholders.

Some things to inquire about include stakeholders' feelings about the information provided and any reservations. Their opinions about the implementation process itself also need to be consulted. If this strategy does not work, creating a sense of urgency around the project may prompt them to share their feelings about the situation.

A sense of urgency can be created by illustrating why the current situation is problematic. In addition to pointing out the price, managers should point out additional costs the organization will incur if it doesn't change and paint a picture of the possible future if it does follow through. Creating these images for stakeholders is likely to have some emotional effect on them, which may inspire them to communicate rather than remain silent.

Probing Resistance

Just like quiet resistance, probing resistance may appear harmless at first. However, if stakeholders repeatedly question the strategy or ceaselessly ask for details, it can be harmful to the initiative. To address this issue, it is imperative that the change manager not take it personally. This form of resistance often comes from the stakeholder being unable to acknowledge the actual problem or feeling a loss of control over the situation. Instead, change managers should name this resistance and help stakeholders to do the same by communicating about it neutrally.

By bringing attention to the issue through neutral communication, the managers can address feelings without triggering an emotional defense. Ultimately, this will allow them to productively communicate and collaboratively brainstorm ways to help everyone feel more comfortable and more in control. However, it is crucial to note that the stakeholders have the right to reasonably question the strategy and ask for additional details- This itself is not a form of resistance.

Resistance is natural in the face of change, and in some cases, it can be beneficial. But, it is crucial to have a clear understanding of the type of resistance you are facing to manage it better.

Another option is partnering with an expert who can guide you and your team through your change process.

Partner with Aldridge Consulting Today!

Our services provide diversity and inclusion training services for businesses; the main goal is to help companies foster belonging for their diverse employees.

More specifically, we provide consulting services that help with culture change, employee engagement, structural change, leadership development, and more.

The idea is that it not only benefits a business when a diverse group of employees feels welcomed in the workplace, but it also leads to greater success for all.

Learn how to create effective and sustainable change by reading our Ultimate Guide to Queer and Trans Inclusion in the Workplace.