Backlash to diversity, equity, and inclusion (DEI) is a growing threat to workplace inclusion. As of April 2024, at least 10 US states have implemented restrictions on DEI, while legislators in at least 19 other states have proposed similar restrictions. Separating DEI’s true purpose from misconceptions is business-critical for the future viability of inclusion at work. Fostering a culture of inclusion, understanding, support, and equitable outcomes for all ultimately leads to enhanced engagement, increased innovation, and overall organizational success.
From Resistance to Results: The Executive Playbook for Leading Through DEI Backlash contains 15 frequently asked questions about DEI and how to cut through the confusion and noise surrounding inclusion at work. In this blog post, we’re answering three key questions on why rebranding DEI can help companies build their diversity best practices.
Why is understanding resistance key to impactful DEI in the current climate?
Resistance doesn’t take just one form, and ignoring it can undermine DEI efforts. Anxieties about DEI are neither universal nor insurmountable.
Subha Barry, president, Seramount
Resistance stems from a range of motivations from genuine anxieties about fairness to harmful biases. Oversimplification is dangerous. We don’t need to surrender entirely to resisters’ demands, but listening and addressing their concerns are key steps to building an inclusive workplace.
Seramount’s DEI 2024 predictions saw DEI pushback as a continuing problem for this year. To remove concerns and give less oxygen to assumptions, we must recognize root causes and unlock opportunities for productive conversations, targeted programs, and broader engagement.
How to reflect on resistance
- Challenge assumptions: When advocates truly engage with skeptical perspectives, they are forced to scrutinize their own assumptions and refine their own arguments. This leads to addressing real concerns, not only perceived ones.
- Build trust: Openly acknowledging and addressing concerns fosters increased trust and promotes constructive dialogue. This can bridge divides and create a more welcoming environment where everyone feels heard and valued.
- Identify blind spots: Healthy skepticism can highlight potential blind spots in DEI efforts. By listening carefully, advocates can uncover unintended biases or areas in need of improvement, ultimately developing better, more equitable solutions.
DEI thrives on critical thinking, open dialogue, and a willingness to adapt and improve. By embracing healthy skepticism, advocates can build stronger, more impactful DEI programs for all.
How can companies better communicate the true purpose and value of DEI initiatives? Does the current approach to DEI need a revamp?
Is DEI “dead”? No, but it’s definitely evolving. While the buzz around DEI that followed George Floyd’s murder may have subsided, the work itself is far from over.
Katie Oertli Mooney, Managing Director, Seramount
The “DEI is dead” narrative is gaining steam—but it’s also untrue. The term is evolving in response to the inconsistent applications of DEI initiatives that emerged after the murder of George Floyd. Harvard Business Review examines a lack of organizational infrastructure as a factor that doomed DEI leaders and programs following the initial 2020 summer rush. Elusive DEI goals and targets and ill-defined strategies can also explain why DEI as we know it is in transition.
It’s time to rethink communication strategies, especially in an era where data speaks volumes: a recent Pew poll reveals a majority of employees expressly value DEI initiatives. The challenge lies in effectively communicating and broadcasting the true benefits of inclusive workplaces: enhanced talent acquisition, increased innovation, and overall business success.
How to flip the script on DEI
- Highlight the benefits: Showcase evidence and case studies to demonstrate the specific ways inclusive workplaces empower all employees to thrive.
- Counter misinformation: Use facts and figures to combat external forces pushing back against DEI progress.
- Share compelling stories: Craft powerful narratives connecting DEI efforts to real- world outcomes.
True inclusion goes beyond lip service. It demands open dialogue, concrete action, and measurable progress. Today the focus for DEI leaders has expanded far beyond mere compliance, and rolling back efforts is not an option. By reframing the narrative, taking concrete actions, and adopting a comprehensive, proactive approach to DEI, organizations can build forward momentum, creating truly inclusive workplaces benefiting both business and society.
Does making the case for DEI now involve broadening the scope and impact of our work?
DEI started with tackling exclusion based on gender and race/ethnicity. Over time, the scope of the work has been broadened. From people with differing abilities to the LGBTQ+ community, the equity evolution is ever expanding. This broader coalition and pursuit of inclusion, however, has triggered new waves of anti-DEI rhetoric and negativity
Bridgette Scales, Managing Director, Seramount
We’ve been here before with DEI backlash. When some of the largest companies in the United States began implementing robust affirmative action programs to hire women and people of color in the 1980s, the backlash was similar to what we’re seeing today. These reactions can tell us a lot about where we need to focus. A 2024 Washington Post article shared insights from a 1985 survey of 128 Fortune 500 companies, showing that 95% intended to keep their programs regardless of an executive order that would have rolled back affirmative action.
Challenging DEI backlash is all about working with new perspectives. To succeed, equip leaders with the tools and data to make bold but just decisions; inclusive leadership involves multiple perspectives and fosters a sense of belonging. Take the fear out of DEI by encouraging good faith conversations, and begin to redefine what DEI in action looks like at your company.
How to expand the conversation
- Foster empathy through experience: Encourage “switching seats.” Stepping into another’s shoes fosters increased understanding and reveals hidden biases. Ask yourself: What challenges do others face? How can we create a truly supportive culture?
- Cultivate generosity of spirit: Inclusion demands active effort and continuous learning. Actively listen. Challenge your own assumptions. Ask yourself: How can we be more receptive to different viewpoints and experiences?
- Facilitate continuous reflection: Don’t settle for “good enough.” Regularly ask: Are we inclusive enough? Where are the gaps? Be honest, authentic, and data-driven. Celebrate progress, acknowledge shortcomings, and continuously evolve.
The language that opposes DEI hasn’t changed—and the voices are getting louder. The long-standing “reverse discrimination” myth is often weaponized against DEI to paint all efforts with a broad brush as biased and unfair. Inclusion is for everyone, so it’s essential to connect those doing the DEI work with the people who want to create change.
Making progress on DEI: Now and tomorrow
The workplace will continue to change, putting more pressure on leaders to develop and maintain inclusivity at work. CDOs and CHROs must remain hypervigilant in response to DEI’s present state and future. The right insights and guidance can help leaders find solutions for what’s ahead.
Understanding DEI backlash is one step toward building a more inclusive workplace. Investigate more dimensions of DEI 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.
To learn more about Seramount’s work and how we can support your organization’s DEI and Talent strategy, contact us.
