Research: 4 Ways Employees Respond to DEI Initiatives

[Brianna White]

Diversity, equity, and inclusion (DEI) initiatives, such as diversity training, targeted recruiting, and dedicated diversity-focused leadership roles, aim to address inequities, create an inclusive environment, and increase representation of historically marginalized groups. Many organizations globally are investing significant resources into these efforts, often implementing them with a one-size-fits-all approach.

However, these initiatives frequently fall short of their intended outcomes and can even lead to unintended negative consequences. For instance, a policy designed to promote gender diversity in leadership roles might, if not carefully communicated, alienate male employees or expose female employees, fostering division rather than inclusiveness.

The Importance of Employee Responses​

A critical factor influencing the success of DEI initiatives is how employees respond to them. Traditionally, employee responses have been oversimplified into two categories: “resistors,” who hinder DEI initiatives, and “supporters,” who facilitate their implementation.

Recent research published in the Journal of Applied Psychology suggests that this binary view is inadequate. Instead, managers should recognize the nuances in employee responses. Employees often exhibit ambivalence, simultaneously supporting DEI goals while harboring skepticism or discomfort about specific policies or their communication. Labeling these individuals as “against” DEI initiatives oversimplifies their stance and misses opportunities for constructive engagement. Embracing the complexity of employee responses, including ambivalence, is crucial for effectively navigating DEI initiatives.

The Four Ways Employees Respond to DEI Initiatives​

Our research identified a typology of employee responses to DEI initiatives. We conducted three separate online studies with over 1,600 employees across various industries, companies, jobs, geographic areas within the U.S., and demographic groups. Participants had experienced a diversity initiative within their organizations in the last six months.

We sent multiple surveys to each participant, spaced a few weeks apart. The first survey asked participants to describe the diversity initiatives they had experienced, providing detailed insights. Subsequent surveys captured their responses to these initiatives, measuring their thoughts on benefits and required efforts, their feelings (ranging from excitement to sadness), and their behaviors (from active support to active resistance).

Using latent profile analysis, we identified meaningful patterns in participants’ responses, uncovering typical response profiles. We ensured the robustness of these profiles by replicating them in follow-up studies and exploring factors that predict which profile a person will be assigned to, such as personal beliefs.

Key Takeaways for Managers​

1. Recognize Ambivalence: Understand that employees can simultaneously support DEI goals and feel skeptical about specific policies. Engage with these nuanced responses constructively.
2. Tailor Communication: Carefully communicate DEI policies to avoid alienating any group. Clear, inclusive communication can prevent misunderstandings and foster a more supportive environment.
3. Engage Constructively: Instead of labeling employees as “for” or “against” DEI initiatives, engage with their concerns and suggestions. This approach can turn potential resistance into constructive feedback.
4. Holistic Approach: Consider the broader context of employees’ thoughts, feelings, and behaviors. A holistic understanding of their responses can inform more effective DEI strategies.

By embracing the complexity of employee responses and tailoring DEI initiatives accordingly, organizations can create a more inclusive and supportive environment, ultimately achieving their DEI goals more effectively.

Read the article: https://hbr.org/2024/07/research-4-ways-employees-respond-to-dei-initiatives