Diversity, Equity and Inclusion

Understanding DEI Resistance and Leading Through it

Diversity, Equity, and Inclusion (DEI) have become central to modern leadership conversations. Yet, despite widespread recognition of their importance, resistance to DEI initiatives remains a reality in many organisations. Understanding why this resistance occurs and how leaders can address it effectively is critical for creating inclusive workplaces that foster innovation and trust.


Article

Why does DEI-resistance occur?

Resistance is rarely about outright opposition to fairness or inclusion. Instead, it often stems from deeper psychological and organisational factors:

  • Fear of Change
    People are naturally inclined to maintain the status quo. DEI initiatives challenge existing norms and “the way things are always done”, which can trigger anxiety about the unknown, or about losing power, influence, or familiar ways of working.
  • Perceived threat to identity
    For some, DEI feels like a personal critique of their values or behaviour. This perception can lead to defensiveness and disengagement.
  • Misunderstanding the purpose of DEI
    When DEI is framed as a compliance exercise rather than a strategic advantage, employees may see it as unnecessary or irrelevant to their role.
  • Overload and fatigue
    In fast-paced environments, additional programmes can feel like “one more thing” on an already full plate, creating resistance rooted in exhaustion rather than ideology.

Leading in Complexity

DEI adds another layer of complexity because it challenges traditional structures and requires systemic change, and dealing with this is certainly complex.

One way for leaders to approach this is to recognize that there is no one-size-fits-all solution. Leaders need to experiment, learn and adjust as they go, and recognize that resistance can highlight areas where deeper engagement is needed.

Inclusive leadership means holding space for diverse viewpoints – even when they clash. This requires curiosity and the ability to navigate different perspectives without rushing to easy answers. Since uncertainty and complexity can trigger anxiety, leaders need to continuously work towards fostering a psychologically safe environment. This can enable teams to voice concerns and explore new ways of working without fear of judgement.

Strategies for Leaders to Address Resistance

Leaders play a pivotal role in transforming resistance into engagement. Some practical approaches:

1. Start with empathy and active Listening

Before pushing for change, seek to understand concerns. Ask open-ended questions and listen without judgement. Acknowledging fears and frustrations builds trust and opens the door to dialogue.

2. Clarify the ‘Why’ behind DEI

Connect DEI to organisational goals – innovation, talent retention, and market relevance. When employees see DEI as a driver of success rather than a box-ticking exercise, commitment grows.

3. Share stories and data

Share success stories where inclusion improved team performance, and back them up with data showing the business impact of diverse teams. Facts such as numbers and statistics that prove why DEI is worth working with.

4. Involve allies

Identify respected voices within the organisation who can champion DEI. Peer influence often reduces scepticism more effectively than top-down mandates.

5. Make it practical and relevant

Translate DEI principles into everyday behaviours: inclusive meeting practices, unbiased feedback, and transparent decision-making. Small, visible actions demonstrate that DEI is not abstract—it’s actionable.

6. Address misconceptions directly

Provide clear answers to common myths, such as “DEI lowers standards” or “It’s only about quotas.” Education reduces fear and fosters understanding.

The Leadership Mindset

Handling resistance is not about confrontation – it’s about transformation. Leaders who approach DEI with patience, clarity, and authenticity create cultures where inclusion is not an initiative but a shared value. Resistance is a signal, not a barrier: it tells us where dialogue and support are most needed.

Want to know more? 

Molly Butler
Consultant

mbu@mannaz.com
+46 76306 59 46

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