5 Ways to Overcome DEI Resistance in the Workplace

Understand Root Causes Of Resistance

Research indicates that overcoming DEI resistance requires an understanding of why people are resistant in the first place. When it comes to DEI, there are three types of threats that emerge, including status threat, merit threat, and moral threat. The researchers noted three types of resistance that are common, including denying, defending, and distancing. One of the strategies suggested by researchers for overcoming DEI resistance is stressing to detractors how DEI, at its core, is beneficial for everyone and how it is not a zero-sum game that only benefits some. Look specifically for DEI interventions that have been implemented in your workplace—how have these interventions improved employees’ experiences and how can you articulate this for the DEI detractors?

Education Is Vital

Much of the DEI resistance can be dispelled with accurate information. In general, there is a lack of understanding and awareness regarding what DEI is and how DEI, when done right, can positively impact organizations and institutions.

Some widely held myths perpetuated by the DEI opposition include:

• Education about the origins of DEI and success stories focused on how DEI has positively impacted workplace experiences are necessary and vital to highlight to combat DEI resistance. DEI practitioners must also be candid and honest about DEI failings and instances where it has led to negative outcomes. Ensuring that employees and leaders alike are equipped with accurate information about DEI is vital for dispelling DEI myths and resistance.

Get Leadership Buy-In

There is a wealth of empirical studies that highlight the pivotal role that leaders play in driving DEI efforts in the workplace. Any programs to better workplace equity will fail if there is no leadership buy-in. To gain the resources, funding, and support that is needed for DEI interventions to thrive, leaders must be on board. Leaders set the tone for the organization’s culture and can create a powerful example for employees to follow—when leaders are committed to cultivating workplaces built on fairness, access, and equity, it can make employees less resistant to DEI efforts.

Empower DEI Champions

Organizations and institutions should be focused on empowering DEI champions to mitigate DEI resistance. A 2025 article by the University of Pennsylvania: College of Liberal and Professional Studies (LPS) indicated that one of the strategies that can be utilized for DEI impact is to empower DEI champions, who can then serve as a bridge between leaders and employees. This should include actions like providing DEI champions with the power, resources, and funding necessary to address systemic barriers and granting them the ability to rectify issues they identify. One of the reasons why chief diversity officers and others in similar positions fail is because they are put in place merely as figureheads, without being given the tools to thrive in their roles and impact change. Provide DEI champions with what they need to drive workplace change and they will be better equipped to combat resistance and lead workplace efforts that improve employee experiences.

Communicate DEI Progress

According to 2024 research from Catalyst, workplace transparency can be a powerful way to address DEI backlash. Catalyst research noted that “when an organization shines a light on its DEI activities and willingly shares successes and setbacks, employees can more easily assess whether the organization is being authentic and truly working toward meeting DEI goals.”

Conclusion

DEI resistance is likely to continue into 2025 and beyond. By understanding the root causes of resistance, educating employees and leaders, gaining leadership buy-in, empowering DEI champions, and communicating DEI progress, changemakers can combat the DEI resistance that is impacting workplaces.

Frequently Asked Questions

Q: What is the best way to overcome DEI resistance?
A: Understanding the root causes of resistance, educating employees and leaders, gaining leadership buy-in, empowering DEI champions, and communicating DEI progress are all effective strategies for overcoming DEI resistance.

Q: What are the most common myths about DEI?
A: Some common myths about DEI include the belief that DEI is only for certain groups, that DEI is a zero-sum game, and that DEI is not important for organizations and institutions.

Q: What is the role of leadership in driving DEI efforts?
A: Leadership plays a pivotal role in driving DEI efforts in the workplace. Leaders must be committed to cultivating workplaces built on fairness, access, and equity in order to make DEI efforts successful.