The Uncomfortable Truth About Equality: Why Some Resist It

Equality has always been a contested ideal. While many proudly claim to support it, there remains an underlying resistance—an unspoken discomfort when faced with the reality of true inclusivity. The more we see people from different backgrounds gaining equal access to opportunities, the more some start questioning, branding, and even rejecting these spaces as somehow “deteriorating.” But is it really the decline of standards, or is it the discomfort of seeing diversity take its rightful place?

The Illusion of Meritocracy

A common argument against equality is the belief that merit should dictate success. Many assert that if someone is talented and hardworking, they will naturally rise to the top. While this may sound fair in theory, it ignores the long-standing structural barriers that have historically kept certain groups from even stepping onto the playing field.

When new voices enter industries—whether in cinema, politics, corporate leadership, or academia—there is often a pushback. The argument is seldom about their competence but about the fear of change. Suddenly, the spaces that once felt exclusive start to feel “crowded,” not because talent is missing but because access has been extended.

“A genuine leader is not a searcher for consensus but a molder of consensus.” — Martin Luther King Jr.

The Branding of Change as Decline

There is a pattern that emerges when equality progresses: institutions, industries, and even art forms are labeled as “declining” once they become more inclusive. When cinema starts featuring diverse voices, critics say the industry is losing its essence. When workplaces champion diversity and inclusion, some argue that merit is being sacrificed. When education systems work towards accessibility, there’s an outcry about “lowered standards.”

But let’s challenge that perspective—are these spaces truly declining, or is it just that their exclusivity is being dismantled? Is the discomfort coming from a genuine concern for quality, or is it rooted in the fear that equal access threatens a long-held sense of superiority?

“Progress is impossible without change, and those who cannot change their minds cannot change anything.” — George Bernard Shaw

The Resistance to Reservation in Education and Jobs

One of the most contentious debates in the modern fight for equality is the reservation policies in education and employment. These policies aim to level the playing field for historically marginalized communities, ensuring that they have access to opportunities previously denied to them. However, opponents argue that reservations dilute meritocracy and lower overall standards.

India’s affirmative action policies, for instance, have long been a point of debate. The reservation system ensures that people from Scheduled Castes, Scheduled Tribes, and Other Backward Classes have access to education and jobs. However, the backlash often comes from those who previously benefited from an unchallenged status quo. Similarly, in the United States, affirmative action in college admissions has been met with lawsuits and political opposition, even as research shows that diversity enhances learning environments and fosters innovation.

Are these measures truly undermining quality, or are they merely redistributing opportunities that were previously monopolized? The discomfort often comes from those who see their historic privilege being diluted, not from any actual decline in standards.

“There is nothing more unequal than the equal treatment of unequal people.” — Thomas Jefferson

The Reluctance to Include Women in Traditionally Male-Dominated Fields

Another battleground in the fight for equality is the inclusion of women in domains historically dominated by men. Fields such as STEM (Science, Technology, Engineering, and Mathematics), the military, corporate leadership, and even sports have long been considered “male spaces.” Despite significant advancements, resistance persists.

Take the example of women in the military. In many countries, including the United States, women were only recently allowed to serve in combat roles. Even today, they face skepticism about their physical and mental capabilities, despite proving time and again that they can perform just as well as their male counterparts. The inclusion of women in these roles is not about lowering standards—it is about allowing equally capable individuals to participate.

“The test for whether or not you can hold a job should not be the arrangement of your chromosomes.” — Bella Abzug

Similarly, the tech industry has faced scrutiny for its gender imbalance. Historically, computing was seen as a women’s profession (with pioneers like Ada Lovelace and Grace Hopper leading early developments). However, as the field became more lucrative, men dominated the industry, often excluding women through systemic biases. The push for gender equality in STEM is not about giving unqualified women jobs—it is about breaking the barriers that have long kept women from excelling in these areas.

The Fear of Shared Power

Power, when held by a select few, feels natural to those who have always had it. The moment that power is distributed, resistance arises. This isn’t new—it has been observed across history in civil rights movements, gender equality struggles, and corporate leadership shifts.

When more women entered the workforce, some claimed it would lead to economic instability. When people of different racial backgrounds gained rights, many resisted under the guise of “protecting traditions.” When marginalized voices demand fair representation in politics, the response is often framed as “losing our values.”

At its core, resistance to equality is rarely about quality, culture, or tradition—it is about the reluctance to share power.

“We all do better when we work together. Our differences do matter, but our common humanity matters more.” — Bill Clinton

The Role of Leadership in Driving Inclusion

The leadership of both organizations and countries plays a crucial role in fostering inclusion. When top leaders champion diversity, the entire culture of an institution shifts towards acceptance and progress. Leaders who actively encourage diverse voices not only bring in fresh perspectives but also drive innovation and economic growth.

For instance, Ford Motor Company transformed the automobile industry by embracing diversity in its workforce, setting a precedent for other manufacturers. Similarly, companies like Microsoft and IBM have been at the forefront of inclusive hiring, creating environments where people from diverse backgrounds can thrive.

“Diversity is being invited to the party; inclusion is being asked to dance.” — Verna Myers

On a national level, countries like Canada and New Zealand have made significant strides in ensuring indigenous and minority representation in government, shaping policies that reflect the needs of all citizens. By creating inclusive leadership structures, these nations have set examples of how diversity strengthens governance and decision-making.

Moving Beyond Resistance

The real challenge is not just dismantling structural barriers but addressing the mindset that clings to exclusivity. Change will always be uncomfortable for those who benefited from the old system, but growth requires discomfort.

The next time you hear someone say that an industry, institution, or art form is declining, ask: is it truly getting worse, or is it just getting more inclusive? Is the pushback about maintaining quality, or is it about maintaining control?

Now, It’s Your Turn to Lead the Change

Progress isn’t about maintaining comfort—it’s about challenging the norms that no longer serve us. True leadership means recognizing biases, questioning outdated structures, and making space for those who have been excluded for too long.

?? What will you do to drive inclusion in your sphere of influence?

?? Will you challenge the illusion of meritocracy in your workplace?

?? Will you support policies that create real opportunities for all?

?? Will you rethink what “excellence” truly means?

Let’s continue the conversation. Drop your thoughts in the comments, share this with your network, and let’s make change happen—together.

#AffirmativeAction #AutomotiveIndustry #BreakingBarriers #ChallengingTheStatusQuo #ChangeLeadership #CorporateCulture #CorporateLeadership #Diversity #DiversityAndInclusion #DiversityDrivesInnovation #DiversityInTech #Equality

Many credits to Bing Image creator, Chatgpt to polish the words and ensure the flow.