4 Ways Employees Respond to DEI Initiatives | Harvard Business Review (2024)

DIVERSITY, EQUITY & INCLUSION

Harvard Business Review | 4 Ways Employees Respond to DEI Initiatives | This article explores how employees respond to diversity, equity, and inclusion (DEI) initiatives. It reveals four distinct profiles and provides strategies for managers to tailor their approaches accordingly.

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✨ OVERVIEW

This research, published in the Journal of Applied Psychology, challenges the traditional binary view of employees as either supporters or resistors of DEI initiatives. Based on three studies involving over 1,600 US employees, the researchers identified four distinct response profiles: excited supporters, calm compliers, torn shapers, and discontented opponents. The study used multiple surveys sent to each participant over several weeks, capturing detailed insights into diversity initiatives and employee responses using established survey measures. A statistical method (latent profile analysis) was applied to identify meaningful patterns in participants' responses, simultaneously considering their thoughts, feelings, and behaviours.

🧩 CONTEXT

Organisations are investing substantial effort and money in DEI initiatives to address inequities, foster inclusive environments, and increase representation of historically marginalised groups. However, these efforts often must catch up to their intended outcomes or even lead to unintended negative consequences. The effectiveness of DEI initiatives largely depends on how employees respond to them. Traditionally, these responses have been oversimplified into two categories: supporters and resistors. This research aims to provide a more nuanced understanding of employee reactions to DEI efforts, acknowledging that individuals may hold complex, sometimes ambivalent attitudes towards these initiatives.

🔍 WHY IT MATTERS

Understanding the varied responses to DEI initiatives is crucial for several reasons:

↳ Improved initiative effectiveness—By recognising how employees respond to DEI efforts, organisations can tailor their approaches to maximise engagement and impact across all employee groups.
↳ Reduced resistance and backlash—Acknowledging and addressing the concerns of torn shapers and discontented opponents can help mitigate potential resistance and create a more inclusive implementation process.
↳ Enhanced organisational culture—A more nuanced approach to DEI can foster a culture of open dialogue and continuous improvement, leading to a genuinely inclusive workplace environment.

💡 KEY INSIGHTS

The research identified four employee response profiles to DEI initiatives: excited supporters, calm compliers, torn shapers, and discontented opponents.

1️⃣ Excited supporters—This group had highly favourable cognitive, emotional, and behavioural responses. They look forward to new DEI initiatives and actively engage with DEI recruitment practices. They volunteer to lead DEI workshops, eagerly participate in cultural awareness events, and actively mentor colleagues from underrepresented backgrounds.

2️⃣ Calm compliers—These employees had moderately favourable cognitive, emotional, and behavioural responses. They're generally supportive of DEI initiatives but less active than excited supporters. They might take a new anti-bias training offered by their company without enthusiasm or comply with attending diversity meetings without taking a leading role.

3️⃣ Torn shapers—This group had favourable and unfavourable emotional and behavioural responses. They might support the rationale behind DEI but have issues with their company's initiatives or execution. For example, they might feel frustrated with how DEI training sessions are conducted or attend DEI events while questioning the company's motives.

4️⃣ Discontented opponents—The final group have highly unfavourable cognitive, emotional, and behavioural responses. They fundamentally oppose the idea of DEI initiatives and may use both covert and open protests or criticism. They might circulate emails criticising diversity training sessions, refuse to participate in related activities, or openly challenge the value of DEI efforts during meetings.

🚀 ACTIONS FOR LEADERS

↳ Segment and tailor approaches—Identify the different response profiles within your organisation and customise DEI strategies accordingly.
↳ Leverage excited supporters—Invite these enthusiastic individuals to participate in steering committees or lead projects. This can empower them to utilise their positive energy to influence others through contagion effects.
↳ Engage calm compliers—Keep them well-informed and engaged through regular updates and educational opportunities. Host informational sessions that outline the benefits and goals of DEI initiatives to help calm compliers feel more connected and possibly encourage them to take a more active role.
↳ Address torn shapers—Create forums for open dialogue where employees with mixed feelings can express concerns and contribute to shaping DEI initiatives. Facilitate roundtable discussions where torn shapers can discuss their views openly, helping alleviate any hesitations and possibly transforming them into active supporters.
↳ Approach discontented opponents carefully—Find common ground and establish clear accountability structures to integrate resistant employees into DEI processes. Engage with discontented opponents through perspective-taking and align DEI efforts with organisational values to address sources of resistance.

🔗 CONCLUSION

This research provides valuable insights into how employees respond to DEI initiatives. By moving beyond the simplistic supporter-resistor dichotomy, organisations can develop more effective strategies for implementing DEI efforts. The four identified response profiles offer a framework for managers to tailor their approaches, potentially leading to more prosperous and inclusive workplace environments. While the study focused on DEI initiatives, the findings may have broader implications for managing organisational change and employee engagement in various contexts.

🎯 KEY TAKEAWAY

Recognising and leveraging the nuanced responses to DEI initiatives, rather than applying a one-size-fits-all approach, is vital to creating more effective and inclusive workplace environments.

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