Three Ways to Turn the Tide on DEI Backlash

The recent rise in anti-DEI rhetoric has many concerned about the future of diversity, equity, and inclusion (DEI). Nearly a third of the executives said they describe DEI work differently now, and 17% said they talk less about the work to people outside their organizations.

As the discussion around DEI continues to shift, companies can stay rooted in their own definitions of what DEI looks like. From Resistance to Results: The Executive Playbook for Leading Through DEI Backlash contains 15 frequently asked questions about DEI and offers advice on how to cut through the confusion and noise surrounding inclusion at work.

Previously we looked at how a DEI rebrand can help companies move their inclusion efforts beyond rhetoric to action. Here, we’re answering three key questions on how to turn the tide on DEI backlash by leading with action.

How can DEI leaders balance long-term systemic transformation and short-term tangible wins to sustain momentum?

Our past research has shown that the ‘movable middle,’ a familiar concept in politics, is equally relevant to corporate DEI efforts. While it’s important to support committed DEI champions and acknowledge the challenge of reaching the small number of employees who refuse to budge on DEI issues, the key to success lies in engaging the movable middle, the largest segment of the workforce.

Laura Sherbin, PhD, Managing Director, Consulting

Ultimately, the success of any culture of inclusion hinges on cultivating powerful, committed change agents with the courage to act. Instead of solely catering to advocates or battling resistance, we can shift gears for impact, dissecting the movable middle: What motivates them? What barriers can we address? How can we tailor our approach to resonate with their values and concerns?

Initial success might require reframing the language, for example, replacing terminology such as “allyship” with language such as “supporting colleagues” or “championing fairness.” It’s not about watering down the message but about finding common ground to build consensus on.

How to keep DEI moving forward by engaging with the movable middle:

• Articulate ideas with information and data: Understanding the scope of the issue, its impact, and relevant statistics empowers allies to articulate concerns effectively.
• Create psychological safety: Even when armed with the right insights, voicing concerns can be daunting. Providing support, training, and safe spaces where allies can practice and gain confidence is crucial.
• Lead with action: Encouraging connection, advocacy, and championing others across lines of difference, regardless of the labels we use, requires a focus on action not semantics.

Simply advocating for a sense of fairness is not enough. The first step in creating true equity champions is to equip them with the knowledge and conviction to act.

How can we create space for genuine questions about DEI while distinguishing from malicious attacks?

The current climate may require some adaptation and adjustments to our approach. But it also presents an opportunity for DEI advocates to facilitate constructive conversations guiding individuals who are genuinely interested in fostering inclusivity in the workplace.

Katie Oertli Mooney, Managing Director, Advisory

A recent New York Post op-ed said the quiet part out loud by referring to United States Vice President Kamala Harris as potentially “the country’s first DEI president.” It’s not the first time we’ve seen DEI used as a pointed term in the media. Following Baltimore’s Francis Scott Key Bridge collapse in April 2024, social media users began referring to Mayor Brandon Scott as a “DEI mayor.” Using the acronym to attack people, things, or ideas is derailing the overall DEI discussion.

In a world where DEI opponents are purposefully using the term incorrectly, speaking candidly about DEI challenges and opportunities can help move the needle toward good faith conversations. DEI and talent leaders can spearhead these efforts by actively exploring alternative points of view. This collaborative, open-minded approach ultimately results in more effective and inclusive solutions for all.

How to create space for good-faith questions about DEI:

• Foster a safe and respectful environment: Facilitating open communication starts with emphasizing respect, encouraging genuine inquiries, and withholding unnecessary judgment.
• Practice active listening: Demonstrating a genuine willingness to listen and understand without interrupting or dismissing can help bridge the divide.
• Seek clarification: Working to clarify the intent behind questions can differentiate genuine inquiry from malicious intent.
• Provide resources: Sharing resources and educational materials can empower individuals to learn more and to grow independently.

By engaging constructively in difficult conversations, DEI practitioners can educate and address misconceptions. Establishing good faith in DEI discussions can effectively combat misunderstandings and negative perceptions of DEI initiatives.

What does keeping DEI strong look like today?

Persistence and resilience are crucial to DEI progress. While there may be temporary setbacks, the push for DEI is a continuous journey, not a short-lived trend. Organizations with a long-term commitment to DEI remain unfazed by temporary pushback or legal rulings. They maintain consistent communication and transparency, highlighting their ongoing efforts and continued progress.

Bridgette Scales, Managing Director, Advisory

Data paints a clear picture: the Brookings Institution predicts the United States will become “minority-white” by 2045. This truth necessitates a shift toward inclusive practices, not a retreat.

DEI is not a sprint to a finish line. Instead, it’s marathon training. Long-distance runners don’t quit after a few setbacks; they persevere through them because they know the reward is ahead.

How to build a truly inclusive workplace:

• Set standards for respectful behavior. Establish clear guidelines that foster acceptance and inclusion.
• Share constructive feedback. Address unacceptable behavior with specific guidance on how to improve instead of only offering criticism.
• Encourage proactive solutions. Empower employees to present potential solutions alongside problems to promote collaboration and growth.
• Emphasize trust and respect. Create healthy work relationships even during disagreements by ensuring concerns are valid and solutions are the priority.
• Cultivate empathy. Encourage employees to understand one another’s perspectives. This will encourage compassion and potentially reduce workplace conflict.

Seramount’s research study Keeping DEI Strong in Volatile Timesoffers methods to navigate volatility and make DEI integral to your organization. The best way to keep DEI strong—especially through tough times—is to bond DEI to your organization’s core strategic goals and priorities. Commit to DEI and be clear about what all parts of the acronym look like in practice throughout your company’s actions. DEI has a trickle-down effect; intentional leadership accompanied by action from executives is the best way to get a clear message across.

Challenges can open the door for new ideas and creative solutions

The conversation around DEI may be louder than ever. Amid the noise, there’s opportunity. Leaders can turn the tide against DEI backlash by acknowledging anxieties and focusing on informed solutions with empathy. Start by proactively shaping the narrative to promote the value of DEI initiatives and to develop action-oriented solutions.

Get more insights in thriving during DEI backlash in From Resistance to Results: The Executive Playbook for Leading Through DEI Backlash, and learn from Seramount’s inclusion experts to progress your company’s DEI efforts.

If you’d like to learn more about Seramount’s work and how we can support your organization’s DEI and Talent strategy, contact us.