Equity, Diversity, and Inclusion (EDI) pushback is real. Whether it’s outright hostility, passive resistance, or the classic “but we already have a policy for that” excuse, knowing how to navigate these challenges is essential for anyone in this space. We frequently support clients who are often negatively affected by a lack of action to mitigate discrimination and create inclusive cultures but receive little or no support from decision makers.
EDI work is powerful, necessary, and transformative—but let’s be honest, it isn’t always met with enthusiasm. Whether it’s outright hostility, passive resistance, or the classic “but we already have a policy for that” excuse, EDI practitioners and advocates frequently encounter pushback.
The key to success isn’t avoiding resistance but knowing how to navigate it effectively. Understanding why pushback happens and equipping yourself with the right tools can make all the difference. Here are some strategies for dealing with EDI Pushback:
Recognising the Types of Pushback
EDI pushback comes in different forms, and being able to identify it helps you tailor your response. Some common types include:
Passive Resistance – The silent saboteurs. These are the people who nod in meetings but don’t take action. They don’t openly challenge EDI efforts, but they stall progress through inaction.
Performative Support – The “LinkedIn Allies.” These folks are loud about EDI when it’s convenient but disappear when real advocacy is needed.
Fear-Based Pushback – “I’m afraid of saying the wrong thing.” This often comes from a genuine place, but left unchecked, it turns into avoidance and defensiveness.
The “Meritocracy” Argument – “We just hire the best person for the job.” This ignores the reality of systemic barriers and assumes that talent is equally nurtured in all spaces.
The Budget Excuse – “EDI is important, but we don’t have the resources right now.” A classic way to delay action indefinitely.
Outright Hostility – The most challenging form of pushback, where individuals actively oppose EDI efforts, often citing “reverse discrimination” or dismissing inclusion as “woke nonsense.”
Resistance to EDI isn’t always about disagreement—it’s often about discomfort. People fear what challenges their worldview, especially when it means re-examining privilege.
Building a Business Case for EDI
One of the most effective ways to counter resistance is by presenting EDI as a business imperative, not just a moral one.
Data Wins Arguments – Research consistently shows that diverse and inclusive companies outperform their competitors. Data from studies such as McKinsey’s studies have found that companies in the top quartile for diversity are 36% more likely to outperform their peers.
Case Studies Speak Volumes – Share real-world examples of organisations that have benefited from embedding EDI into their culture. Whether it’s improved employee retention, increased innovation, or stronger customer loyalty, tangible success stories help change minds.
Risk Mitigation – Failing to address diversity and inclusion can lead to costly legal battles, reputational damage, and difficulty attracting top talent. EDI isn’t just about compliance—it’s about staying relevant in a changing world.
Bottom-Line Impact – Studies show that inclusive workplaces lead to higher productivity, better decision-making, and stronger financial returns. If needs be, show them the numbers.
If EDI is framed as a ‘nice-to-have’ instead of a ‘must-have,’ it will always be the first thing cut when budgets tighten. The goal is…make it indispensable.
Managing Emotional Labour
EDI work can be emotionally demanding, especially when you’re constantly met with scepticism or outright resistance. Here’s how to protect your energy:
Find Your Allies – You’re not in this alone. Identify colleagues or external networks that share your values and can offer support.
Set Boundaries – Not every battle is yours to fight. Some people will remain resistant no matter what—you don’t have to be the one to change their mind.
Don’t Internalise the Pushback – Remember, resistance to EDI is not a reflection of your worth or effectiveness. It’s a reflection of where others are in their journey.
Take Breaks – Burnout is real. If you’re exhausted, you won’t be effective. Step back when you need to, recharge, and come back stronger.
EDI work is a marathon, not a sprint. You won’t change every mind overnight, but every conversation plants a seed.
Framing EDI as Growth, Not Change
People resist change but they embrace growth. If you position EDI as something that helps an organisation expand, innovate, and succeed, rather than something that forces them to change against their will, you reduce resistance.
Shift the Language – Instead of “we need to change our hiring practices,” try “we have an opportunity to attract the best talent by widening our reach.”
Make It About the Future – Help people see that EDI isn’t about rewriting history—it’s about building a better future.
Personalise the Impact – People engage when they see what’s in it for them. Show how EDI leads to stronger teams, better leadership, and a healthier work environment.
EDI pushback is inevitable—but it doesn’t have to stop progress. By understanding resistance, making a strong business case, managing emotional labour, and framing EDI as growth, we can push through the noise and create real, lasting change.
If you’re doing the work, keep going, keep pushing, and remember: resistance means you’re doing something that matters. And if you feel like you are doing this alone, think about joining our I.D.E.A.L Network to be part of a collective where you can get more ideas, support and make meaningful connections.
SLS 360 supports organisations and individuals to be bold and brave in your efforts to affect positive change and be more inclusive and accessible. For more on how SLS 360 can support your organisation and for more information on the I.D.E.A.L Network, visit www.sls360.org. You can also subscribe to receive our fortnightly audio cast, monthly newsletter and be the first to hear about special offers and events in the world of inclusion, diversity, equity and accessibility.
This blog post was written by Samantha Stimpson, CEO at SLS 360, with a little help from ChatGPT!
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