In this essay, James McKim, Managing Partner of Organizational Ignition and DEI Coach, discusses the current DEI pushback and how to navigate resistance with education, empathy, and advocacy.
Manchester NAACP 1st Vice President & Organizational Ignition Managing Partner James McKim conducts a DEI training seminar. (Courtesy of James McKim)
In New Hampshire and around the world, diversity, equity, and inclusion (DEI) has emerged as a critical focal point across various sectors, from corporate boardrooms to educational institutions and community settings. This article explores the multifaceted nature of DEI, the reasons behind the pushback, and the potential ways forward, as well as strategies for effectively navigating resistance.
Why “Diversity, Equity, and Inclusion”?
Initiatives that promote diversity, equity, and/or inclusion, while labeled as a singular “DEI effort”, are actually a range of activities that aim to dismantle systemic barriers, promote equal opportunities, and foster environments where every individual feels valued and respected, regardless of their background. DEI benefits people of different ages, ethnicities, abilities, religions, cultures, sexual orientations, and those with diverse experiences, skills, expertise, and many other personality dimensions; it’s not just focused on race or gender.
However, DEI efforts are being met with resistance, skepticism, and pushback, including from the New Hampshire and United States Federal Governments. The passage of several bills in the current legislature to take away rights of citizens based on gender or age, and the recent Executive Orders to remove “Discrimination and Discriminatory Equity Ideology,” are prime examples of this rollback.
History Repeats Itself: The Backlash Against DEI Echoes Past Resistance
The current pushback against DEI initiatives bears striking similarities to historical resistance against earlier social justice movements, particularly during the 1870s Reconstruction and the 1960s Civil Rights Movement. Critics often show their opposition through a victimhood narrative, portraying themselves as defending their rights rather than acknowledging the systemic barriers DEI seeks to address. Fear-based rhetoric further fuels resistance, with arguments of reverse discrimination and the dismantling of merit-based systems.
At the core of this opposition is a deep-seated reluctance to alter existing power structures and societal norms, often expressed through the mischaracterization of equality as a special privilege. Ultimately, the current pushback against DEI reflects a longstanding cycle in American history, where efforts toward greater inclusion are consistently met with resistance from those who feel their status quo and lives are under threat.
Politically and socially, focusing on DEI has faced backlash, with legal challenges and political weaponization, with some politicians co-opting the term and using it as a rallying cry to energize their base. Institutions, wary of controversy, have hesitated to fully support DEI or have scaled back initiatives under economic and political pressure, echoing historical instances where racial equality efforts lost momentum in the face of resistance.
Fears and Misconceptions: The Roots of DEI Resistance
Pushback against DEI initiatives is often driven by fears and misconceptions. One major concern is the fear that DEI efforts create a hostile environment for white people, particularly White men. A study found that nearly 70% of White men report feeling "forgotten" by DEI efforts. This perception is augmented by zero-sum thinking— the belief that progress for underrepresented groups comes at the direct expense of others. Some opponents believe that historic injustices have already been addressed, while others fear DEI leads to reverse discrimination, where members of historically privileged groups are unfairly disadvantaged in hiring, promotion, or other opportunities.
Similarly, some individuals fear that increasing diversity may threaten cultural identity and traditions. This was seen in the backlash against New Hampshire business leaders' forum to promote inclusivity in the Granite State, in the form of an editorial in The Union Leader titled "NH Is Too White? 'Diversify or Die' The New Motto?", that failed to see increasing diversity as an opportunity for mutual benefit and economic growth.
Misunderstandings about “colorblindness” and “gender equality” also contribute to resistance, with some arguing that ignoring race and gender differences is the best way to achieve fairness. However, overlooking people’s individuality to ignore race and gender differences is to say that the different experiences of race and gender are not recognized or valued. Additionally, these perspectives don’t take into account the persistent realities of discrimination, particularly in areas like housing and employment, where disparities still exist. We must remember that DEI initiatives are about ensuring equal access and opportunity for all, rather than prioritizing one group over another.
The Benefits of DEI
Proponents of DEI argue that it is crucial for fostering innovation, creativity, and connecting with global markets. Paolo Gaudiano, co-founder of Aleria, a DEI tech company, emphasizes the importance of inclusion: "Fostering greater inclusion, rather than focusing strictly on representation, is beneficial to everyone in the organization."
DEI initiatives can lead to better decision-making. Research published in the Harvard Business Review suggests that diverse teams are better at fact-checking and processing information, leading to more innovative solutions and better business outcomes.
DEI initiatives also have significant economic implications. Companies with strong DEI policies often experience increased creativity, innovation, and improved bottom lines. A 2020 McKinsey report found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile.
From a preventative perspective, a report by the Center for American Progress suggests that workplace discrimination against employees based on race, gender, or sexual orientation costs businesses an estimated $64 billion annually. This cost comes from the loss of talent through turnover and the decreased productivity of disengaged workers.
Standing Firm: Companies Remain Committed to DEI
Despite growing pushback against DEI initiatives, several prominent companies stand firm in their commitment to these programs, recognizing their value in driving innovation, attracting talent, and serving a diverse customer base. A recent Resume.org survey of 1,000 businesses with DEI programs found that two-thirds will retain budgets for those programs in 2025, 22% plan to increase funding, while only 11% say they are somewhat or very likely to eliminate them. Some examples include:
Apple reaffirmed its dedication to DEI by urging shareholders to vote against proposals aimed at dismantling such initiatives, emphasizing that a "culture of belonging" is critical to innovation and success.
Microsoft doubled down on its DEI policies and strategies, highlighting their importance in building better products and services for a global audience.
JPMorgan Chase reaffirmed its commitment to engaging diverse communities, including Black, Hispanic, LGBTQ+, and veteran communities.
Goldman Sachs CEO David Solomon has defended the bank's DEI programs against calls to scale them back, asserting that these initiatives are integral to maintaining an inclusive and high-performing workplace.
Costco has maintained its DEI policy despite external pressures, with 98% of shareholders voting to uphold the company’s inclusivity initiatives when confronted with a proposal to end them.
Delta Air Lines continues to prioritize its DEI initiatives, with Chief External Affairs Officer Peter Carter emphasizing that “DEI is about talent, and that has been our central focus”.
Procter & Gamble has also stated that equality and inclusion are beneficial for business success.
In New Hampshire, several companies are continuing their efforts, demonstrating a long-term vision for creating inclusive and equitable workplaces that can drive business success and societal progress:
New Hampshire Mutual Bancorp (NHMB) has reaffirmed its commitment to DEI in its strategic plan, with full support from senior leaders and board members.
New Hampshire Public Radio (NHPR) is committed to reflecting diverse perspectives in its staff, board, and journalism, and has a FY 23-25 DEI Strategic Plan.
Banks such as Bangor Savings and Eastern Bank are continuing their efforts because their customer base could vanish if they did not.
The Business & Industry Association of New Hampshire (BIA) includes support for efforts to promote DEI and equal opportunity in the workplace as part of its 2025 Legislative Agenda.
Strategies for Positive Interactions Around DEI Pushback
While the debate around DEI continues, it's essential to foster inclusion, understand resistance, and lead by example. As Harvard Kennedy School lecturer Dr. Robert Livingston advises, "Instead of trying to change hearts and minds, focus on changing behavior.” These are some strategic approaches to create inclusive environments:
Practice Empathy and Active Listening to Understand the Sources of Resistance: Rather than dismissing opposing viewpoints, approach conversations with curiosity, empathy, and a genuine desire to understand the perspectives of those resistant to change. By acknowledging and validating concerns, you can create a more inclusive space for meaningful engagement and collaboration.
Shift Mindset & Share Common Ground: Think of DEI not as a destination but as a journey. Rather than framing inclusion as an obligation, emphasize the value of diverse perspectives. Identifying common goals helps us move beyond an “us vs. them” mindset.
Explain the Benefits of DEI with Practical Examples: Using real-world examples and data, highlight how DEI leads to stronger communities, better decision-making, and increased innovation. By demystifying DEI and fostering a shared understanding, you can mitigate resistance and garner broader support.
Lead by Example: Effective advocacy begins with personal commitment and integrity. Whether in community spaces, workplaces, or civic engagement, embody the principles of inclusion and belonging in your actions and behaviors to inspire broader change.
Seek Allies and Build Coalitions: Sustainable change often requires collective action and solidarity. By forging strategic partnerships, sharing resources, and amplifying each other's voices, you can increase impact and resilience in the face of pushback. Experts also emphasize the role of White allies, particularly those in leadership positions, who have a responsibility to actively champion DEI.
Persistence and Resilience: While progress may be gradual and nonlinear, every small victory contributes to the broader momentum toward a more equitable and inclusive society. By remaining steadfast in your commitment to true inclusion and belonging, you empower yourself and others to effect meaningful change over time.
Moving Forward with Patience, Persistence, and Perseverance
Navigating pushback against DEI requires a multifaceted approach grounded in education, empathy, strategic communication, and collective action. As reported by Axios, “There are still companies committed to hiring people from diverse backgrounds, figuring out how to foster inclusive workplaces, and treating people fairly. But they're less likely to use those initials.”
The path forward requires, as NH Center for Justice & Equity President, Anthony Poore, likes to say, “patience, persistence, and perseverance”. It requires people of good conscience to come together and promote the values of DEI within their spheres of control and influence.
As we continue to grapple with these complex issues, the goal should be to create a world where everyone not only has a seat at the table but also feels empowered to contribute their unique perspective and talents. By addressing fears and misconceptions head-on, while also highlighting the tangible benefits of Diversity, Equity, and Inclusion for all members of society, we can work towards a more inclusive, equitable, and prosperous future for everyone.
About James McKim
James McKim
Managing Partner of Organizational Ignition
James McKim is a sought-after organizational performance speaker, coach, change manager, and author of the best-selling book The Diversity Factor: Igniting Superior Organizational Performance. Over his 35+ year career, he has helped small and large organizations, for-profit and non-profit, spark efficiency and growth through the aligning of people, process, and technology.
Internationally known for his current focus on organizational and individual performance through diversity, equity, and inclusion (DEI), Mr. McKim recognized by industry watchers such as Atd, Brandon Hall, Bersin Associates, Axelos, and PMI for his dedication to creating win-win situations for employers and staff.