10 ways to prevent pushback to dei

June, from my observations, is the month where organizations take actions on DEI, often related to pridemonth 🏳️‍🌈

And it’s also when they experience more pushpack towards DEI.

Gartner report „9 Future of Work Trends For 2023„ related to resistance to DEI efforts says that:

🔹 42% percent of employees believe their organization’s DEI efforts are divisive

🔹 2 out of 5 agree that a growing number of employees feel alienated by or even resent their organization’s DEI efforts

Here are my 10 examples gathered through the consulting experience, on steps that can help in preventing pushback to DEI.

Many organizations ignore employee pushback because they fear validating it as legitimate.

The way I see it, is that as DEI practitioners we have to see those numbers and people behind them and try to address the needs that fuel problems.

Then plan the processes in ways that minimize the advert reactions.

Do you see some other solutions that organizations could put in place in order to minimize pushback?