Strategies to Combat DEI Resistance in the Workplace
In the first days of President Trump’s second term, several executive orders were issued that significantly impacted diversity, equity, and inclusion (DEI) initiatives. One order terminated all DEI, DEIA, and environmental justice offices and positions within the federal government. Another order placed all federal workers and contractors involved in DEI on paid administrative leave as of 5 p.m. Wednesday. In the lead-up to Trump’s second term, many private companies, including Meta, McDonald’s, Walmart, Ford, Lowes, Tractor Supply, and John Deere, have discontinued their DEI programs under pressure. However, companies like Costco, Apple, Microsoft, and Cisco remain committed to DEI. As the DEI backlash continues into 2025 and beyond, here are five strategies changemakers can use to combat DEI resistance in the workplace.
1. **Understand the Root Cause of Resistance**: Research from the Harvard Business Review suggests that overcoming DEI resistance requires understanding why people are resistant. Common threats include status threat, merit threat, and moral threat, leading to resistance behaviors such as denying, defending, and distancing. One effective strategy is to emphasize how DEI benefits everyone and is not a zero-sum game. Identify DEI interventions in your workplace and articulate how they have improved employee experiences to DEI detractors.
2. **Education is Vital**: Much of the resistance to DEI stems from misinformation. Common myths include the beliefs that DEI only benefits Black people, gives unfair advantages to non-white employees, and is anti-white. Providing accurate information about DEI, including its origins and success stories, is crucial. DEI practitioners must also be transparent about past failings and negative outcomes. Equipping employees and leaders with accurate information is essential for dispelling DEI myths and resistance.
3. **Get Leadership Buy-In**: Leadership support is critical for the success of DEI efforts. Leaders set the tone for the organization’s culture and can significantly influence employee attitudes. When leaders are committed to DEI, it can reduce resistance among employees. Conversely, a lack of leadership buy-in can hinder DEI efforts and prevent DEI champions from being effective. Leaders must be on board to provide the necessary resources, funding, and support for DEI interventions to thrive.
4. **Empower DEI Champions**: Organizations should focus on empowering DEI champions to mitigate resistance. A 2025 article by the University of Pennsylvania: College of Liberal and Professional Studies (LPS) suggests that empowering DEI champions can bridge the gap between leaders and employees. This includes providing DEI champions with the power, resources, and funding to address systemic barriers and rectify identified issues. Without the necessary tools, chief diversity officers and similar roles often fail. Empowering DEI champions can drive workplace change and combat resistance more effectively.
5. **Communicate DEI Progress**: According to 2024 research from Catalyst, workplace transparency can address DEI backlash. Sharing both successes and setbacks helps employees assess the organization’s authenticity and commitment to DEI goals. Transparency fosters trust, commitment, and engagement. Celebrating incremental progress, even if all goals are not achieved, can help DEI cynics see the positive impact of DEI efforts. While striving for more, it’s important to acknowledge and applaud examples of DEI done right.
By implementing these strategies, organizations can better navigate the challenges posed by DEI resistance and continue to foster more inclusive and equitable workplaces.