Dealing with resistance and backlash to D&I

What is resistance and backlash to D&I?

Resistance and backlash are expected components of any social or organisational change process. However, diversity and inclusion (D&I) initiatives often face additional resistance and backlash from employees and stakeholders. This is due to the inextricable link between D&I and our own identities, attitudes and behaviours. Researchers have described this as an “added psychological component” to organisational change resistance, as D&I initiatives can challenge or threaten deeply held beliefs or values.1

Resistance

can be defined as an active “pushing back” against D&I programs, policies and perspectives.2

Backlash

is a term that is often used interchangeably with ‘resistance’. Backlash can also be defined as a more extreme version of resistance – an “aggressive, attacking response” to D&I.3

VicHealth’s “forms of resistance” is a useful model to consider the ways that resistance and backlash to D&I can play out in an organisational context.

Source: VicHealth (2018), (En)countering resistance: strategies to respond to resistance to gender equality initiatives.

Whatever form it takes, resistance is a negative reaction to social, political or organisational change. It is often described as “inevitable” and can indicate that the initiative or change process is having an impact.

“There’s no problem here.”

Denial of the problem or the credibility of the case for change. Blame the victims.

“It’s not my job to do something about it.”

Refusal to recognise responsibility.

“It’s not a priority right now.”

Refusal to implement a change initiative.

“Yes, yes. We must do something (one day).”

Efforts to placate or pacify those advocating for change in order to limit its impact.

“Of course we’d appoint more women, if only they were more experienced.”

Simulating change while covertly undermining it.

“What about men’s rights? Men are victims too you know.”

Using the language of progressive frameworks and goals for reactionary ends.

“We tried that once and women didn’t want to take up the promotion/training/opportunity.”

Reversing or dismantling a change initiative.

“These feminists deserve all the abuse they get.”

Aggressive, attacking response.

Why is it important to understand resistance and backlash to D&I?

“Knowing that you’ll meet resistance and what it looks like is a great start to being prepared.”4

– Victorian Health Promotion Foundation

DCA’s most recent Inclusion@Work Index found that while 3 in 4 workers (74%) still support workplace D&I action, opposition has doubled since the first index in 2017 (7% in 2023, compared to 3% in 2017). While some groups, such as older workers, have increased their support for D&I action (71% in 2019 vs 79% in 2023), younger men’s level of support has dropped significantly (77% in 2019 vs 69% in 2023).

Understanding the kinds of resistance and backlash to D&I initiatives that you are likely to encounter allows you to be proactive with your planning and communications. When you plan for potential resistance as part of your D&I initiatives, you can deploy proven strategies that are targeted at overcoming specific kinds of resistance.

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  1. Chrobot-Mason et al. (2008). ‘Understanding and defusing resistance to diversity training and learning.’ in K. M. Thomas (Ed.), Diversity resistance inorganizations (pp. 23-54). New York, NY: Lawrence Erlbaum.
  2. Victorian Health Promotion Foundation (VicHealth) (2018). (En)countering resistance: strategies to respond to resistance to gender equality initiatives. VicHealth. Melbourne.
  3. ibid
  4. VicHealth (2018)
  5. VicHealth (2018).
  6. VicHealth (2018).
  7. Diversity Council Australia (Russell, G., O’Leary, J. and Rozsnyoi, J.) (2019), Change At Work: Designing Diversity and Inclusion Differently to Achieve Organisational Change