Addressing Indirect Discrimination in DEI Initiatives

If #diversity, #equity, and #inclusion practitioners want to get ahead of anti-DEI backlash, we have to address an elephant in the room: no two people in the same workplace perceive their workplace the same way. I see this every time I work with client organizations. When asked to describe their own experience with the workplace and its DEI strengths and challenges, I hear things like: 😊 "I've never experienced any discrimination or mistreatment; our leaders' commitment is strong." 🤨 "I had a good time in one department, but after transferring departments I started experiencing explicit ableist comments under my new manager." 🙁 "I've never had anything egregious happen, but I've always felt less respected by my team members because of my race." Who's right? Turns out, all of them. It starts to get messy because everyone inevitably generalizes their own personal experiences into their perception of the workplace as a whole; three people might accordingly describe their workplace as a "meritocracy without discrimination," an "inconsistently inclusive workplace dependent on manager," or "a subtly racist environment." And when people are confronted with other experiences of the workplace that DIFFER from their own, they often take it personally. I've seen leaders bristle at the implication that their own experience was "wrong," or get defensive in expectation they will be accused of lacking awareness. It's exactly this defensiveness that lays the foundation for misunderstanding, polarization, and yes—anti-DEI misinformation—to spread in an organization. How do we mitigate it? In my own work, I've found that these simple steps go a long way. 1. Validate everyone's experience. Saying outright that everyone's personal experience is "correct" for themselves might seem too obvious, but it plays a powerful role in helping everyone feel respected and taken seriously. Reality is not a question of "who is right"—it's the messy summation of everyone's lived experience, good or bad. 2. Use data to create a shared baseline. Gathering data by organizational and social demographics allows us to make statements like, "the average perception of team respect is 70% in Engineering, but only 30% in Sales," or "perception of fair decision making processes is 90% for white men, but only 40% for Black women." This establishes a shared reality, a baseline for any effective DEI work. 3. Make it clear that problem-solving involves—and requires—everyone. The goal of DEI work is to achieve positive outcomes for everyone. Those with already positive experiences? Their insights help us know what we're aiming for. Those with the most negative? Their insights help us learn what's broken. The more we communicate that collective effort benefits the collective, rather than shaming or dismissing those at the margins, the more we can unite people around DEI and beat the backlash.

Ever seen a program built to include… that ends up limiting instead? I have. A couple of times. I’ve seen initiatives designed with care and good intent but often, they unintentionally narrowed possibilities: 🔒 Steering specific marginalized people toward certain roles 🔒 Labeling them in ways that don’t reflect their full potential 🔒 Reinforcing the very boxes these programs aimed to break That’s why I’m a fan of applying Universal Design Principles to DEI work. Organisations need to rethink how they design programs and this framework has so much to offer. Originally developed to make physical spaces more accessible, Universal Design is a powerful framework for inclusion. It pushes us to design DEI related programs that are usable by all employees, to the greatest extent possible, without the need for separate, specialized design. 💥 It’s time we stop designing for categories and start designing for conditions. So ask yourself: how the conditions need to change for everyone can participate, contribute and thrive. Whether you're designing leadership tracks, trainings, mentorship programs or onboarding experiences, Universal Design helps you serve specific needs without excluding others. 💡 Curious how to do it? Here’s a sheet with more practical info that could inspire you to redesign. Because real inclusion starts not with asking, "Who do we need to support?"but "How can we design this to remove barriers so everyone can participate?" What are your thoughts on that? Please share in the comments 👇

🌍 DE&I Initiatives: Tokenism vs. True Impact DE&I as a brand has been associated with too many tick-box exercises. Inclusion is more than just a box to tick—it’s a culture to build. Too often, DE&I initiatives fall into the trap of looking good on the surface without creating real change. Here’s a look at 5 tokenistic DE&I measures vs. 5 impactful strategies that drive meaningful transformation. 👇🏾 Tokenistic DE&I Measures 🚫 One-Time Diversity Training – A single, isolated training often doesn’t lead to lasting behavioral change or deeper understanding. Public Statements Without Action – Leadership statements on diversity are valuable, but they need tangible actions to back them up. Unfunded ERGs (Employee Resource Groups) – Forming ERGs without budget, leadership support, or influence can make them feel tokenistic and sidelined. Hiring Quotas Without Inclusion Efforts – Bringing in diverse talent without creating an inclusive culture leads to high turnover and disengagement. Celebratory Events Without Systemic Change – Cultural events are great, but without addressing structural inequities, they risk being surface-level gestures. Measures That Make Real Impact 💡 Ongoing Education & Training – Embed regular, in-depth DE&I training across all levels, with follow-ups and reinforcement to encourage sustainable change. Accountability & Action Plans – Move beyond statements by setting measurable DE&I goals, tracking progress, and holding leaders accountable. Empowered, Supported ERGs – Fund ERGs and give them a voice in decision-making, showing that diverse perspectives shape the organization’s direction. Inclusive Culture Building – Train managers to foster a culture where all voices are valued, and diverse employees feel they truly belong and can grow. Systemic Change Initiatives – Address equity in areas like pay, promotion, and representation in leadership to tackle root issues beyond symbolic gestures. True inclusion requires more than optics; it’s about creating spaces where everyone feels they can be themselves, contribute, and thrive. Let’s commit to the kind of DE&I work that goes beyond tokenism and creates genuine, lasting change. 🌱 #DEI #InclusiveLeadership #CultureChange #Diversityandinclusion #Leadership

This message is not generic and clearly doesn’t apply to every company. It is meant only for those that believe inclusion is a critical driver of business growth. I know you’re not stepping back from your commitment to DEI. You’re deeply dedicated to building a rock-solid business with a foundation of inclusion and representation. However, we cannot ignore what’s happening around us. The noise in the global narrative may not shake your resolve, but it could influence your employees. This might reflect in behaviors that could harm the inclusive culture you’ve worked so hard to build. Here are some dangers to watch out for: ⚪ Bias in promotions or affirmative hiring – Employees may develop resistance or negative attitudes toward affirmative action efforts. ⚪ Increased micro-aggressions – Subtle, often unnoticed behaviours could become more frequent, creating a toxic environment for marginalised employees. ⚪ Gatekeeping access to policy benefits – Managers or peers could create barriers, intentionally or unintentionally, preventing employees from availing inclusive policies. ⚪ Erosion of psychological safety – Employees from underrepresented groups may hesitate to speak up or contribute, fearing backlash or dismissal. What You Need to Do Now: ⚪ Conduct targeted training for leaders to address biases in hiring, promotions, and policy application. ⚪ Establish anonymous reporting systems to ensure employees can safely flag micro-aggressions or policy barriers. ⚪ Communicate your unwavering commitment to inclusion through impactful messaging and real success stories. Lastly, Staying mindful and taking the right actions ensures inclusion stays at the heart of our business, creating real impact and lasting change. If you’d like to discuss or need support, feel free to reach out. 🤝 #InclusionMatters #DiversityAndInclusion #InclusiveWorkplace #LeadershipForChange

🎯 Confronting Bias: Addressing Harmful Narratives at Work 🌟 A colleague comments, “He only got the promotion because he’s Black.” 💬 Here’s why this mindset persists, why it’s damaging, and how you can take action: 1️⃣ Why It Happens 🔹 Bias leads people to undervalue women’s and people of color’s talents. 🔹 Their success is often attributed to external factors like affirmative action, not hard work. 2️⃣ Why It Matters 🔸 Unchecked, this reinforces harmful stereotypes and workplace discrimination. 🔸 It creates a hostile environment for underrepresented groups. 🔸 People of color face added pressure to prove their competence constantly. 3️⃣ What You Can Do ✅ Ask: “What makes you say that?” – A simple question can challenge assumptions. ✅ Be an Ally: Stand up for your co-worker; underrepresented groups need strong support. ✅ Advocate for Diversity: Highlight how diverse teams drive innovation and success. 🛠 Small actions = Big cultural shifts. Together, we can build workplaces where everyone’s achievements are respected. 💡🤝 #DiversityAndInclusion #CulturalCompetence #WorkplaceBias #Allyship __________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. I help leaders create inclusive, high-performing teams. Would you like more DEI+ and Global Diversity insights? 🔔 Ring the bell on my profile and follow me. 👉 Subscribe to my LinkedIn Newsletter: Building Better Workplaces: Actionable Insights to Drive Inclusion and Cultural Understanding