Navigating Difficult DEIB Conversations: Perspectives from Both Sides

Conversations about diversity, equity, inclusion, and belonging (DEIB) can create significant tension, necessitating careful navigation that respects diverse perspectives while fostering constructive dialogue. Understanding the complexity of these discussions is essential for achieving productive outcomes, particularly given that individuals bring different levels of awareness, experience, and commitment to DEIB initiatives.

The Perspective of DEIB Advocates

Those who wish to engage in DEIB conversations often come from a place of genuine concern for workplace equity and inclusion. Research shows that 56% of workers said focusing on increasing DEI at work is mainly a good thing in 2023, though this number declined to 52% by 2024 (Pew Research Center, 2023; 2024). These individuals typically believe that psychological safety—the belief that one can speak up and share ideas without fear of humiliation or other negative consequences—is fundamental to productive dialogue.

DEIB advocates view these discussions as necessary for addressing systemic inequities and creating environments where everyone can thrive. They often emphasize belonging as a critical component, understanding that diversity brings people to the table, but inclusion and belonging determine whether individuals feel valued enough to stay and contribute meaningfully. For these individuals, DEIB conversations represent opportunities for organizational growth, innovation, and moral progress. They recognize that difficult conversations about identity factors are essential for creating truly inclusive environments.

The Perspective of Those Hesitant to Engage

Conversely, those reluctant to participate in DEIB discussions face significant barriers to engagement. Research by RightTrack Learning found that 55% of people are too scared to talk about diversity and inclusion in the workplace for fear of saying the wrong thing (RightTrack Learning, 2021). Their concerns frequently stem from genuine fear of judgment, uncertainty about appropriate terminology, beliefs that current systems are merit-based, or feeling that DEIB initiatives don't include their perspectives.

Many in this group aren't necessarily opposed to fairness or inclusion but may feel overwhelmed by the complexity of DEIB topics, concerned about potential career implications, or believe that focusing on differences creates division rather than unity. Some may have had negative experiences with previous diversity training or feel that DEIB efforts are politically motivated rather than genuinely aimed at workplace improvement. Additionally, 51% of people still associate the term 'Equality, Diversity & Inclusion' with 'political correctness' rather than meaningful change (RightTrack Learning, 2021).

Building Respectful Dialogue Across Perspectives

Successful DEIB conversations require recognizing that people are at different stages of awareness and engagement. Research reveals that moving beyond simple supporter-resistor dichotomies and recognizing the complexity of employee responses to DEIB initiatives. Effective dialogue involves creating ground rules that establish psychological safety for all participants, not just those from marginalized groups.

The key to productive DEIB conversations lies in reframing discussions from individual behavior changes to system-wide improvements that benefit everyone. When we focus on shared values like respect, fairness, and creating opportunities for everyone to succeed, we can bridge divides and build coalition support across different perspectives. Central to this effort is addressing the fear that drives silence by establishing safe spaces where individuals feel comfortable asking questions, making mistakes, and engaging in genuine learning.

Organizations and individuals are encouraged to acknowledge that resistance to DEIB initiatives may not be malicious but rather stem from legitimate concerns that deserve respectful attention and response. Conversely, those who question DEIB efforts are encouraged to listen to the lived experiences of individuals from marginalized backgrounds, recognizing that these experiences may be outside their frame of reference. Success requires patience, empathy, and recognition that meaningful culture change takes time and mutual respect from us all.

References:

Pew Research Center. (2023). Diversity, Equity and Inclusion in the Workplace. Retrieved from https://www.pewresearch.org/social-trends/2023/05/17/diversity-equity-and-inclusion-in-the-workplace/

Pew Research Center. (2024). Views of DEI have become slightly more negative among U.S. workers. Retrieved from https://www.pewresearch.org/short-reads/2024/11/19/views-of-dei-have-become-slightly-more-negative-among-us-workers/

RightTrack Learning. (2021). 55% of People are Too Scared to Talk About Diversity and Inclusion in the Workplace for Fear of Saying the Wrong Thing. Retrieved from https://righttracklearning.com/fear-of-saying-wrong-thing-at-work/

Tanya W. Moseley, MD, DBA, FACR, FSBI

Past Co-Chair, SBI Inclusion Diversity Equity Alliance

Vice Chair, Professional Development