Quick Guide to Addressing Resistance to DEI Momentum
In the ever-evolving world of DEI work, encountering challenges is part of the journey. For those passionate about this essential field, knowing how to respond effectively is key. Here are some helpful reminders and strategies (#FreeGame) to support you along the way. And as a bonus, I’ve created an infographic just for you. Enjoy!
Navigating the complex landscape of Diversity, Equity, and Inclusion (DEI) requires a strategic and thoughtful approach. In today's ever-evolving societal context, maintaining focus and composure is crucial for DEI leaders. Here, I offer practical guidance to help you stay grounded, understand situational nuances, and continue making positive progress despite inevitable challenges. By embracing these strategies, it is my hope that you can enhance your impact and drive meaningful change throughout your organization.
So let's get into it.
First... Breathe
Yes, take a moment and take the pause. Remember your role as a strategist—conflict is part of the game, don’t make it personal. Resist the urge to overreact or dismiss people and groups for pushing back. Also, avoid falling into the trap of sensationalized and divisive rhetoric. It’s essential to maintain a clear vision, see the entire landscape, and zoom in on specific areas when necessary. As you do so, here are some additional reminders.
Reassure Yourself: DEI is not ending. As society diversifies, the need for this work will persist because organizations will need strategies to meet the needs of an ever growing and diversifying society. The work will always continue to ebb and flow.
Stay Authentic: We’ve witnessed many organizations going through the trouble of rebranding DEI. While making it sound more palatable is alluring, you run the risk of confusing your message or harming your credibility, as if to concede that your efforts were problematic. Stand by the foundation of your work.
Avoid Over-Codification: I recognize that this work must operate within certain parameters, and sometimes an operational strategy requires a shift in approach. Be careful not to shift so much that it de-centers the work. Over-codifying DEI efforts can stifle momentum among supporters and even provoke antagonists. Focus on inclusion, even if it means working harder to find common ground.
Second... Deconstruct (Before Reacting)
Next, deconstruct the situation to understand it fully. It’s an old Covey method, but it still applies: seek first to understand and then to be understood. Here are a couple of pointers:
Clarify the Message: Identify clear points and areas needing deeper education and understanding. This clarity is crucial for formulating your strategy.
Inventory Resources: Assess your surroundings. Who are your allies, advocates, and sponsors? Who are the detractors and threats? What resources and tools are at your disposal? Recognize that you can’t know everything—intellectual and cultural humility is vital in these instances. Use your resources.
Capacity Building: DEI work is about building capacity and shared responsibility. Engage your community and stakeholders and give them the tools--if necessary--to ensure sustainable success and organizational commitment.
Organizational Readiness: Use organizational readiness assessment tools to gauge readiness for organizational change. Understanding this can help determine if preliminary work is needed and where to start the momentum-building process. That being said, some areas are more sensitive and resistant than others; or some organizations may not be invested, which requires another approach.
Third... Reconstruct to Respond
Having taken a breath and understood the issues and resources at hand, it’s time to reconstruct your approach and respond.
Formulate a Strategy: Consider what can be done within your capacity and align it with your mission. Prioritize immediate actions and identify what can be addressed now and what can be addressed later as momentum builds.
Center Inclusive Engagement: Ask, “Who is not at the table?” Involve everyone to build capacity and ensure diverse perspectives. Develop clear timelines for actions and communicate effectively. On that note, I developed, rigorously tested, and scrutinized TIMELY Communication Method. Feel free to use it.
What is the B. Wolfe’s TIMELY Communication Method?
Time-sensitive and Transparent: Ensure messages are timely and transparent to maintain their relevance and effectiveness. This increases accountability and aligns actions with institutional goals.
Intentional Messaging: Communication should be concise, intentional, and aligned with your organization’s strategic vision.
Meet People Where They Are: Personalize messages to reflect the organization’s stance and values. Start with a holistic view of the organization’s goals and conclude with concrete actions and roles.
Engage Key Constituencies: Foster two-way dialogue and inclusivity through personalized opportunities such as town hall meetings, surveys, and informal conversations. Ensure communication mediums are accessible to all, providing necessary accommodations.
Language Inclusivity: Use inclusive language that respects and values the audience. Avoid jokes and colloquialisms that may not be universally understood.
Your Authentic Branding: Ensure messaging is consistent with your organization’s identity. Employees seek an emotional connection with the organization’s culture, so be realistic, humble, and transparent.
To wrap this up, here’s an infographic with responses to the challenges discussed in the last article. As you review and reflect, I’d love to hear your thoughts. Did I miss anything? Do you have personal experiences or observations to add? Let me know! ✌🏾+🫶🏾
Footnotes is a newsletter dedicated to exploring trends in diversity, equity, inclusion, and belonging, while also serving as a platform for me to re-engage with writing and stimulating meaningful conversations in this field. Your participation is greatly appreciated. Please note that the views and opinions expressed in these communications are solely my own and do not necessarily reflect those of any affiliated entities. Thank you for joining the discussion.
