As a DEI leader, you're likely exhausted from defending your initiatives in the face of constant skepticism. You're not alone. DEI work has been under increasing scrutiny, with critics often challenging its relevance or effectiveness.
More than ever, corporate DEI programs are under attack by voices framing these efforts as divisive. But turning a blind eye isn’t an option if you want your organization to thrive. DEI is so much more than a trend—it’s a necessary strategy for creating healthy, productive, and innovative workplaces.
Harmful, anti-DEI rhetoric aims to dismantle corporate DEI programs altogether by labeling them as discriminatory. Ultimately, this rhetoric undermines the progress we’ve made in creating workplaces where everyone can thrive.
Organizations that give in to this pressure risk alienating talent and customers who value DEI, and choose not to engage with organizations that don't share this value. Not to mention, the many other benefits of a truly inclusive workplace (e.g., innovation, better decision-making, etc.).
But what can you do about it? How do you respond in real-time to stand firm against anti-DEI rhetoric?
Defending DEI doesn’t require confrontation; it requires thoughtful communication and effective strategies. Inspired by Adam Grant’s Think Again, here are three ways to defend DEI effectively.
1. Be Curious, Not Confrontative
One of the core lessons from Think Again is the importance of maintaining curiosity over certainty. When people challenge DEI, the instinct might be to go on the defensive, but this can create walls instead of bridges. Instead, adopt a mindset of curiosity.
Rather than pushing back, ask questions like:
“What concerns do you have about DEI?”
“How do you think diversity could benefit our organization?”
These questions not only open dialogue but also give you the opportunity to listen and understand the concerns that may be driving the criticism. Curiosity fosters collaboration, while confrontation shuts it down. Acknowledge that you might not have all the answers—and that’s okay. This approach helps position DEI as a shared exploration rather than a battleground.
2. Use Organizational-Specific Data
One of the most compelling ways to defend DEI is through data. Critics often dismiss DEI as being ideological, but when you can show how DEI efforts improve business outcomes in a specific organizational context, it shifts the conversation from opinion to fact.
In Think Again, Grant highlights the importance of data in changing minds. He argues that when people are confronted with well-researched facts, especially ones directly tied to their own context, they are more likely to reconsider their stance. This principle can be applied to DEI by collecting data on employee engagement, retention, and performance that correlates with diversity and inclusion efforts.
For instance, presenting data showing that diverse teams in your organization have higher productivity or that inclusive cultures retain top talent for longer can make a strong, evidence-based case for DEI. Tailor your data to reflect specific organizational outcomes, and your defense of DEI will be rooted in measurable impact, not just values.
3. Reframe DEI as a Universal Benefit
One common pushback against DEI is the misconception that it only benefits certain groups at the expense of others. To counter this, it’s important to reframe DEI as something that benefits everyone, including those who might not see themselves as direct beneficiaries.
In Think Again, Grant encourages rethinking entrenched beliefs and assumptions. A powerful way to shift perspectives on DEI is by reframing it as a universal benefit. For example, DEI initiatives create a workplace where every employee—regardless of their background—feels valued, respected, and included. This, in turn, fosters a stronger sense of belonging, which leads to better collaboration, innovation, and performance for everyone.
Emphasize that DEI isn't about excluding or sidelining anyone. Instead, it’s about creating systems where all employees can thrive, which ultimately strengthens the entire organization. This reframing makes DEI less of a divisive issue and more of a holistic business strategy that enhances overall organizational health.
Conclusion
Defending DEI doesn’t require heated debates or rigid stances. Instead, by embracing curiosity, leveraging data, and reframing DEI as a universal benefit, you can have more productive and persuasive conversations.
Inspired by the principles in Adam Grant’s Think Again, these strategies can help reshape how others see DEI—not as a contentious issue, but as an essential part of any successful organization.
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