Resistance in Diversity Equity Inclusion work - how do we keep going in 2024?

Resistance. It’s a part of our reality. Understanding and overcoming resistance is increasingly becoming an essential skill for Diversity Equity Inclusion Belonging practitioners in 2024. Or is it? Human rights folks have been challenging people and systems that cause inequity for centuries.

The seasoned DEI practitioner is experienced in mitigating resistance because they have mastered the skill by having an intimate understanding and motivations behind resistance. Like understanding your opponent’s strengths and weaknesses. They understand that change is met by challenge.

The exceptional DEI practitioners I have met in my time have always been optimistic and happy in all their pursuits, challenges, and endeavours. It provides meaning to what they do. They go through bouts of self-doubt, set-backs, and why am I doing this. They see things for what they are. They lose and upset people along the way. But usually, they are always drawn back into the work and find a way to thrive and survive. They understand that most people are good. They understand that giving and kindness to others is a good way to live. They seek people and form deep connections. They love seeing progress.

One of the first things drummed into me early on, after trying to find work in DEI for seven years was, “Be the river that flows around the rocks and branches”. Didn’t believe it when I heard it, but true. Thanks Faith Irving!

In this context, the eternal optimist kicks in.

“Every day you may make progress. Every step may be fruitful. Yet there will stretch out before you an ever-lengthening, ever-ascending, ever-improving path. You know you will never get to the end of the journey. But this, so far from discouraging, only adds to the joy and glory of the climb.” Sir Winston Churchill

Michael Carter’s presentation, Making Diversity and Inclusion Work in Resistant Organisations in 2020, would have been handy 20 years earlier. I have done numerous posts on resistance. And I keep adding to it.

Your list might look like this:

·????????? inaction

·????????? we’re not ready yet

·????????? not being able to find time to meet with leaders

·????????? excessive wordsmithing or sanitising the message

·????????? continuous requests for more data or evidence

·????????? low participation for training and events

·????????? layers of approval

·????????? diversity fatigue

·????????? being ignored or invisible

·????????? passive aggressive responses

·????????? and full-on aggressive responses

And it could even look like this

·????????? cutting DEI budgets and people

·????????? unrealistic expectations

·????????? low paid DEI jobs

·????????? expectation for free emotional labour, pro bono and speaking for free

·????????? no dedicated or centralised expertise

·????????? five job interviews for a mid level DEI role

I created a diagram with all the forms of resistance I’ve seen and heard about over the years, but can’t find any space to include them.

I wonder if it cuts the same way in other professions?

Surprisingly, there are also DEI people and advocates that can also disrupt, derail or block DEI work. They may have blind spots, biases and habits. They may be uncomfortable in areas of DEI work outside their experience or expertise. They may have their own personal agenda. They may ignore and make others feel invisible or inferior. They may think their methodology and approach is the only way and best way to do the work. I’m sure there are many approaches that work well. But there may also be approaches that are not sound, not informed by evidence, and can be damaging. And when this happens, you can be on the receiving end of a bad decision or outcome. "We know what's good for you." and "We just have to live with it", while no-one is really listening.

Or you can be on the receiving end of radical candour, which can sting but jolt you to reality. Or you could live in low self-awareness and be inflexible and not bend or soften with age.?

It’s tricky as we need to reach those in and outside the profession, where at times, those outside the profession or in the media, have the loudest voices on the subject.

I wonder with resistance in DEI, are we continually in road works mode – never finished - just patching up, fixing the wear and tear in an ad hoc way? Or are we deliberately disrupting with the intention of never getting it fixed? Or are we disrupting with the intention of making it better in the long run?

We learn to navigate many forms of resistance, usually through mistakes and being burned. As the fog clears, we see things for what they are. We may become more intuitive in our practice and read people and situations better. And learn to work in the fog, in the grey.

With experience, I have anticipated my long list of resistance, and have developed and practiced approaches to minimise and overcome resistance, like finding the backstreets to avoid the roadworks. Or taking control over the roadworks. You can always stop driving, avoid the roads all together and build a teleporter or spaceship.

Roman Ruzbacky

Principal Diversity, Equity and Inclusion Consultant

Roman Ruzbacky & Associates