Why and How People Resist Inclusion in the Workplace

Diversity, equity, and inclusion (DEI) programs have become a divisive topic in today's workplaces. Some don't see DEI's applicability; some see it as "reverse discrimination"; and some see it as essential for collaboration, innovation, and equity.

Whether it’s the denial of systemic inequalities or simply disengagement, pushback on attempts to create equality often hinders the progress of fostering belonging. Belonging is not just about welcoming others into a space; it also requires actively challenging those who are blocking others from joining that space. Sometimes these blockers are subtle. To truly stand up for others, we must first recognize lesser-talked-about resistance tactics and learn how to address them effectively.

Subtle Forms of Resistance

Racism, sexism, and classism are at times overtly visible through someone's words or behavior. However, subtler forms of pushback often fly under the radar. Both ill- and well-intentioned people may engage in behaviours like denial, derailing, and disengagement.

• Denial happens when individuals refuse to acknowledge the existence of systems of oppression. Statements like “I’m colour-blind” are often used to sidestep the uncomfortable reality of racial inequality. Others might argue that those in certain minority groups choose to live their lives in a way that slows their career progression—implying that individual choices, not systemic barriers, are the root causes of disparities.
• Derailing shifts the conversation away from marginalized groups and back to the dominant group. For example, when movements like Black Lives Matter are met with “All Lives Matter,” or when issues of race are reframed as “class struggles,” the focus is pulled away from the specific issues affecting underrepresented communities. This tactic is often used to protect the dominant group’s feelings rather than addressing the systemic inequality at hand.
• Disengagement occurs when individuals acknowledge a problem but choose not to get involved. Fear of saying the wrong thing, uncertainty about how to help, or the belief that “this isn’t my problem” all contribute to disengagement. While these individuals may recognize injustice, they see it as someone else’s responsibility to solve.

Why People Resist Diversity and Inclusion

Resistance to DEI efforts often stems from deeper issues related to self-identity. People want to see themselves as competent, fair, and morally upright. So, when faced with DEI initiatives, they might react defensively thinking, "Surely this program can't be for me." As they’re confronted with challenging content, their sense of being “not racist,” fair, or a “good” person feels questioned. This, then, rationalizes not participating or inaction to protect their self-image.

Others may perceive DEI initiatives as a threat to their social identity; viewing these initiatives as a threat to privilege or as a reverse discrimination program. In one survey, 34 percent of employees reported feeling alienated by their organization’s DEI efforts, 37 percent reported that colleagues saw these efforts as divisive, and 39 percent said their peers resented them (Gartner, 2024).

How to Address Pushback

Despite these challenges, there are ways to address pushback and foster genuine allyship. Start with transparency—explaining why a program is being rolled out (e.g., in response to national protests or internal issues). Transparency helps the need for change. Tailoring communication so dominant groups see themselves as part of the solution is key. One way to do this is to publicly recognize those who act as allies.

Source: Markus Spiske / Pexels

Using empathy-building activities can also make a difference. For instance, providing safe learning spaces where employees can ask questions and explore potential biases without fear of judgment is essential. Integrating inclusive behaviours into performance evaluations can reinforce the importance of diversity and inclusion as core company values, rather than nice-to-haves.

However, to stand up for others, allyship needs to go beyond just lip service. Here are specific actions you can take to disrupt resistance and support belonging:

• Direct Action: Sometimes, addressing the issue head-on with the perpetrator is necessary. Calmly but firmly calling out inappropriate behavior can send a powerful message.
• Delay: If direct confrontation feels too risky in the moment, consider addressing the issue later in a private conversation with the person involved.
• Delegate: If you’re not in a position to directly intervene, you can report the incident to a manager or someone in authority who can take action.
• Distract: When you witness inappropriate behaviour or comments, a simple tactic is to change the subject or create a diversion to stop the harmful behaviour. However, use this tactic sparingly as some might see silence as agreement.

Standing up for others in the workplace doesn’t always require grand gestures. Often, it’s the small, consistent actions—choosing to distract, delay, or directly address harmful behaviors—that make the biggest difference.

By understanding and challenging lesser-talked-about resistance tactics like denial, derailing, and disengagement, we can begin to break down the barriers that hinder true equity. Allyship is a journey, and the more we understand how to navigate it, the more we can contribute to a fairer and more inclusive workplace.