The DEI backlash happening in the US, and making its way across the ocean to the UK, is heartbreaking for many who work in the sector. I’ve struggled to know what to say up until now, because we strive always to be positive, proactive and practical in our coverage here at Make A Difference Media.
But I’ve had time to gather my thoughts, and speak to some experts, and so here are (some of) them, in the hope that they provide a few helpful ideas to go forward constructively.
We’ve all seen, by now, the many headlines screaming that yet another household name – like McDonald’s, Meta, Disney, Target, Google, Goldman Sachs or Amazon, to name just a few – are drastically scaling back, or indeed completely scrapping, their DEI efforts.
Fear for jobs
It’s understandable that many people working in this space are now fearful of losing their jobs, or how they are perceived by colleagues. All this, while witnessing a vocation they have dedicated themselves to seemingly dismissed overnight. Yes, it’s ALOT.
However, responding from a place of fear, or anger, or depression or resentment is not bound to lead to good outcomes. The best first thing we can do is process these very natural, understandable, human emotions in response to what is happening.
Only after that is done (and continues to be done, as an ongoing process) are we able to engage constructively with the issue, and other people around the issue, especially those who hold very different views.
Active hope
I recently took part in a formalised, group framework to do this, organised by Founder of cultural change consultancy, The Hobbs Consultancy, Roxanne Hobbs. It’s based on the Active Hope model, which was actually created to help people deal with their emotions around the climate crisis and give them the inspiration and motivation to keep campaigning for what they believe in, despite the obstacles.
Consultant & coach Adéwale Adéniji also participated in this session, formerly Head of Human Resources at the Guardian News and Media, where he was part of the team responsible for creating its diversity and inclusion strategy.
Diversity, equity and belonging are topics close to his heart, which is why he chose this theme for his dissertation when doing an MSc in Human Resources Consultancy. As such, recent events have taken their emotional toll – as they have for many readers in this space, who also feel a personal calling to their job working in this sector.
Heavy despair
Before the session Adéniji felt a heavy despair but, afterwards, “I changed because I felt my load was lightened”, he says, adding:
“In that process of honouring our pain, talking about it and saying it aloud without it being minimised or judged, and without feeling shame, is really, really powerful in itself. Usually the person listening is often looking to solve, or fix, or judge but this framework allowed us to tap into our own inner-teacher while listening to others with benevolence. I felt a significant shift and it lasted for a number of days after the session ended.”
Even when he saw more news rolling out of the States about DEI cutbacks, “it didn’t land in the same way that it had landed before the session, so it certainly changed how I was experiencing the impact”, he says.
Invitation to be curious
Once our nervous systems are in a more regulated state like he describes, we are better able to come from a stance of curiosity. We are more able to see what’s happening, as Adéniji says, as “an invitation for me to be curious” and better equipped to “lean into that discomfort in order to be able to engage in those conversations”.
Gareth Hind, Director of Colleague Experience and Relations, who is responsible for DEI, Wellbeing and Rewards and Benefits, wholeheartedly agrees that the best reaction to the current backlash is to “lead with curiosity”.
“Be interested in what people are saying, what they are doing and why they are doing what they are doing,” he says. “Don’t take the face value of what is going on. Be curious beyond this.”
No point telling them they are “wrong”
If someone disagrees with you on an aspect of diversity, inclusion or equity – a highly emotive topic where people usually bring their personal background to their opinion – there is no point telling them they are “wrong” or treating them like a child.
“If you treat someone like a child, you’ll get a childish reaction,” Hind says. “If you tell someone you can’t see their perspective, or if you rally against them, you’re not going to win. Instead try to understand why they think that way.”
Both Adéniji and Hind agree that the most powerful, proactive, positive way forward lies in the day to day conversations we’re having; not the big headline PR campaigns many covet.
Have conversations around difference
“I would suggest to your readers that practicing leaning into vulnerability when having conversations around difference is the first step,” says Adéniji.
“Get out of your echo chamber and speak to someone that is different to you, either politically or in terms of belief or identity, and talk about what that means, and how that shows up. Listen. Let them show vulnerability, and show yours.”
Hind agrees. He adds that with this vulnerability comes the inevitability that “we are going to get it wrong sometimes”. What’s important is how you go forward and repair after making a mistake.
Getting it “wrong” is a comma, not a full stop
As Adéniji says: “getting it wrong is a comma, not a full stop, but I think many people having these conversations think mistakes are a full stop, but they’re not the end of the conversation.”
He suggests saying something like: “I’m noticing that what I just said might be impacting you in a different way than I imagined. Can we have a conversation about that?”
I recognise being “curious not furious” (a parenting mantra I was once told!) sounds simple but is much more difficult in practice than it sounds in theory. There’s a reason why the brilliant philosopher Alain de Botton has written an entire book on ‘The Art of Conversation’!
Art of conversation
Perhaps for those working in DEI, you’ll know you’ve mastered the art when you can have a conversation with someone whose views are diametrically opposed to you, and be able to work towards some constructive outcomes.
While unquestionably difficult in some employers right now, this backlash could also be seen as a call to arms to raise the bar and prove beyond doubt to any dissenters that embracing difference, in all its forms, makes good business sense.
Watch this space for more features soon on this topic, and how to use curious conversation to navigate DE&I in this new world order
The DEI Backlash will undoubtedly be a leading Watercooler conversation in many an office, and indeed AT our The Watercooler Event, on 7th and 8th May 2025at ExCeL in London, which is Europe’s leading trade show, with free-to-attend content, dedicated to creating workplaces that empower both people and business to thrive.
Now in its fourth year, it’s two days of cutting-edge employee health, wellbeing, workplace culture, networking and product discovery – celebrating the future of work. Co-located with The Office Event for the full 360 degree workplace experience.
You can find out more and register to attend here.
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