Inclusion isn’t just a policy; it’s a mindset shift. In transforming organizations to embrace diversity, we could only influence, not force. I would first question whether I’m going too fast or too surface level on our understanding of each other in the team. It is important to build a new future based on dialogues, patience, seeing things eye to eye and agreeing on a future that includes everyone. In my many years of experience as a communications advocate, I rarely see anything that a heart to heart dialogue cannot fix. ??

Understand the root of the resistance. Long-term employees may feel threatened, left out, or unsure about their role in a changing organization. Align Diversity with Business Goals: Show how embracing diversity directly ties into the organization’s success. When employees see that diversity contributes to achieving business objectives—Recognize and Acknowledge Their Contributions: Ensure long-term employees understand that their contributions are valued and that they are an important part of the organization's future. Assure them that diversity efforts are not about replacing or sidelining them but about enhancing the organization as a whole.

Change is not anodyne. We are hard-wired to resist with all our might - doing that kept our ancestors alive!Those that dissented in the times of cave dwelling were usually killed or banished... Acknowledging that with the team is crucial. Recognizing their pain and discomfort is critical. From there, tell stories about the strategic benefits of diverse thinking, experience and communication styles. Make it more about seeing the value of different ways of being than they might currently be thinking (eg "I don't want to be forced to hire a woman to that job"), and make it credible via your own behavior!

Navigating resistance to diversity from long-term employees takes patience and understanding. Just like Priyanka shares stories of how diversity has enriched team experiences, start by highlighting the benefits of a diverse culture through relatable examples. Involve them in discussions about new initiatives and ask for their input. When they see their voices matter, they’re more likely to embrace change and become champions of the new culture.

Navigating the challenge of long-term employees resisting diversity in a new organizational culture requires a balanced, empathetic approach. First, it’s important to acknowledge their concerns and recognize that resistance often stems from fear of the unknown or discomfort with change. Open dialogue and active listening can help uncover the root causes of their resistance, making them feel heard and valued. Next, education and awareness play a crucial role. Providing training sessions on the benefits of diversity and inclusion can help long-term employees understand how a diverse culture enriches the workplace, fosters innovation, and enhances team performance.