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7 ways to overcome DEI opposition
Summary
This article discusses seven ways that diversity, equity, and inclusion (DEI) professionals can respond to opposition to their efforts. Eric Ellis, president and CEO of Integrity Development, spoke to attendees at the Society for Human Resource Management’s Inclusion conference about the backlash to DEI efforts. He suggested that DEI professionals should listen and learn from employees, be agile in their approach, build trust and confidence, create inclusive environments, establish strategies to reduce backlash, clarify how DEI adds value, and walk the talk and honor employees.
Q&As
What percentage of employees resent their employers' DEI efforts according to a 2021 Gartner survey?
42% of employees resent their employers' DEI efforts according to a 2021 Gartner survey.
What four elements of an effective DEI response should professionals be aware of?
The four elements of an effective DEI response that professionals should be aware of are culture, ownership, respect and engagement.
How can DEI professionals build trust and confidence among employees?
DEI professionals can build trust and confidence among employees by delivering on assignments and promises, leveraging training of managers and supervisors, and holding leaders accountable to their training.
What three areas should DEI professionals focus on when creating inclusive environments?
DEI professionals should focus on three areas when creating inclusive environments: the DEI issues affecting the organization's dominant culture, the issues affecting traditionally diverse employees, and individual supervisor and employee relationships.
How can DEI professionals reduce potential backlash in the workplace?
DEI professionals can reduce potential backlash in the workplace by being proactive in addressing and reducing potential backlash, following a "power three" model of inclusion, and establishing backlash reduction strategies.
AI Comments
👍 This article provides an excellent overview of the various strategies and tactics that DEI professionals can use to overcome opposition and continue to make a difference in the workplace. The article also provides useful tips on how to promote trust, build confidence, and honor employees.
👎 This article fails to provide any practical advice on how to actually implement these strategies and tactics. Additionally, the article is overly long and could have been condensed to provide more concise advice.
AI Discussion
Me: It's about 7 ways to overcome DEI opposition. It looks at how DEI professionals can adapt their strategies to deal with opposition and how they can build trust and confidence with employees. It also talks about the importance of inclusion and how to establish backlash reduction strategies.
Friend: Interesting. What are the implications of this article?
Me: Well, it shows that DEI professionals need to be adaptable to change in order to ensure their work continues to be effective. They must also be willing to listen to employee feedback and be open to criticism. They must also build trust and confidence with employees by delivering on assignments and promises. Finally, they should focus on making DEI inclusive and demonstrating the tangible and intangible benefits of DEI initiatives.
Action items
- Create a DEI listening session with a third-party facilitator to solicit feedback from employees.
- Develop an agile DEI strategy that is customized to the needs of different groups and individuals in the organization.
- Establish a “power three” model of inclusion to address DEI issues affecting the organization’s dominant culture, traditionally diverse employees, and individual supervisor and employee relationships.
Technical terms
- DEI
- Diversity, Equity, and Inclusion
- SHRM
- Society for Human Resource Management
- DEIB
- Diversity, Equity, Inclusion, and Belonging
- HR
- Human Resources