What Does It Take to Shift DEI Skepticism into Strong Support?

The business case is clear: an inclusive culture gives your organization a strategic advantage. DEI isn’t just a nice-to-have—it’s essential, and for it to truly succeed, everyone needs to be on board. However, one of the biggest challenges DEI leaders face is overcoming skepticism, especially from frontline employees who often feel disconnected from top-down corporate strategies. Building trust and transforming that skepticism into genuine support is crucial for driving meaningful and sustainable change.

In the newest episode of the All-Inclusive podcast, I sat down with No?l France , Vice President of Diversity, Equity, Inclusion, and Belonging at Avantor. With over 19 years of experience at Avantor and a deep passion for DEI, Noel shared her journey from marketing to DEI leadership, the challenges she faced in gaining buy-in, and how she successfully engaged frontline employees to create a more inclusive workplace.

Key Highlights from Our Discussion:

?? Engaging Frontline Employees: No?l emphasized the importance of listening to the concerns and feedback of frontline workers to inform DEI strategies. She shared how direct engagement through listening sessions across 28 locations globally helped her team understand the unique challenges and needs of these employees.

“The goal of inclusion is that everyone would see themselves in the strategy. They would feel that they are seen and valued” - No?l France

??Overcoming Skepticism: One of the biggest surprises for No?l was the skepticism she encountered not just from senior leadership but also from frontline workers. She discussed how empathy, transparency, and involving employees in the process were crucial in turning doubts into trust and support.

?? Using Data to Drive Change: No?l highlighted the power of data in demonstrating the impact of DEI initiatives. By creating a DEI dashboard and aligning DEI goals with enterprise objectives, she effectively communicated the value of these initiatives to senior leadership.

?? Tailoring DEI Strategies: No?l discussed the importance of customizing DEI approaches to different organizational units, recognizing that what works for one group may not work for another. She shared examples of how DEI strategies were adapted to fit the unique cultures and needs of various departments and regions.

“DEI strategies need to be customized to fit the unique cultures and needs of different departments and regions. What works for one group may not work for another, so it's essential to adapt our approach accordingly.” - No?l France

You can check out my full conversation with No?l France on popular platforms like Apple Podcasts, Spotify, YouTube, or your preferred podcast app.

?? Connect with No?l France on LinkedIn to stay updated on her work.

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