Understanding and Remediating Backlash to DEI in Organizations

Abstract

This paper examines factors that have led to the dissolution of many diversity, equity, and inclusion (DEI) initiatives in public and private organizations across the United States and globally. Although anti-DEI backlash is not new, the current wave of anti-DEI backlash is unprecedented in many ways. In response, we present a conceptual model that suggests DEI may elicit negative affective (i.e., fear, animosity) and negative cognitive responses (i.e., perceived unfairness, biased construals), particularly among individuals who are members of dominant social groups (e.g., White people, men) and who endorse hierarchy-legitimizing ideologies (i.e., system justifying ideologies, social dominance orientation). These affective and cognitive reactions have led to a series of behaviors, which we categorize as subtle, active, and ambivalent resistance. We conclude by introducing propositions that may guide future research examining ways to effectively reduce anti-DEI backlash.

Plain Language Summary

This paper examines factors that contribute to the immense wave of backlash against diversity, equity, and inclusion (DEI) initiatives in the United States and around the world. We propose a conceptual model with several goals in mind. First, we provide a historical and current contextual understanding of what DEI and associated initiatives are. Second, we suggest that there are two sets of negative reactions that may occur in response to DEI initiatives: negative feelings toward DEI (i.e., affective reactions, including fear, animosity) and negative thoughts about DEI (i.e., cognition responses, including perceived unfairness, biased ideas about what DEI is), both of which may prompt behavioral backlash toward DEI initiatives. Third, we explicate how social group membership and endorsements of hierarchy-enhancing ideologies may exacerbate negative affective and cognitive reactions to DEI. Fourth, we expound upon these anti-DEI behaviors (i.e., subtle, active, and ambivalent resistance), providing the most comprehensive list of these behaviors to date. Fifth, we articulate propositions to inspire future research that may equip others with specific ideas for actions that might effectively improve the reception of DEI work.