Implementing diversity and inclusion initiatives can be challenging, but with the right strategies, organizations can overcome resistance effectively. This article presents expert-backed approaches to foster a more inclusive workplace environment. From reframing inclusion as a competitive advantage to aligning initiatives with company values, these strategies offer practical solutions for businesses of all sizes.
- Turn Discomfort into Personal Reckoning
- Prove Diversity’s Value Through Performance
- Reframe Inclusion as Competitive Advantage
- Foster Open Communication for Buy-In
- Align Initiatives with Company Values
- Prepare and Outline Tangible Benefits
- Emphasize Diversity as Smart Business Practice
Turn Discomfort into Personal Reckoning
When it comes to implementing diversity and inclusion initiatives, the biggest pushback doesn’t come from outright opposition—it’s the quiet, polite discomfort that shows up in the form of “Is this really necessary?” or “Aren’t we already doing enough?” That’s the part you have to be ready for. Because the truth is, D&I work is uncomfortable by design. If it’s feeling safe and easy, it’s probably performative.
Here’s one strategy we’ve used that works better than any slide deck:
Start by asking people what version of “professionalism” they were taught to emulate. Then ask: Who did that version leave out?
This isn’t just a warm-up exercise—it’s a mirror. People start realizing that “professional” often meant sounding white, dressing upper-middle-class, hiding neurodivergent traits, or erasing accents. The conversation moves from a hypothetical ideal to a very personal reckoning with the systems we inherited and unconsciously perpetuate.
Once that door’s open, resistance tends to melt. Because now people aren’t reacting to a top-down initiative—they’re reevaluating their own definitions and expectations. That’s where the real shift happens.
The goal isn’t just to get buy-in. It’s to get people to interrogate what they thought was neutral, and see that neutrality itself often reflects privilege.
If that’s the starting point, the rest of your D&I work becomes much easier to ground in empathy rather than policy.
Derek Pankaew
CEO & Founder, Listening.com
Prove Diversity’s Value Through Performance
In roofing, where the crew is mostly boots-on-the-ground, hands-in-the-grit kind of guys, bringing in diversity and inclusion can sound like corporate fluff to some. So yes, we’ve faced pushback. Some folks hear “inclusion” and think it means lowering standards or changing what works. But that’s not it at all.
Here’s how I handle it: I don’t preach. I prove.
At Achilles Roofing and Exterior, I made it clear from the start—if you’ve got work ethic, respect for the trade, and you’re willing to learn, you’re welcome on my crew. It doesn’t matter what you look like, where you’re from, or who you are. And when the old hands saw a younger Latina hire outwork three guys in one week? That shut the pushback down fast. Respect is earned on the roof.
The key strategy? Lead with performance, not politics. We promote based on work, period. I also hold toolbox talks where I tell the team flat-out: roofing’s changing, and if we want to grow, we need to be better not just in skill, but in how we treat people—homeowners and crew. Everyone gets a fair shot, and no one gets a pass for disrespect, no matter how long they’ve been around.
Diversity didn’t hurt us. It made us sharper. Different backgrounds bring different problem-solving approaches. It’s not about checking boxes—it’s about building a crew that brings out the best in each other.
If you’re facing resistance, my advice is simple: show how inclusion raises the bar, not lowers it. When the team sees results, the pushback fades. Respect and output—that’s what speaks loudest in our line of work.
Ahmad Faiz
Owner, Achilles Roofing and Exteriors
Reframe Inclusion as Competitive Advantage
I’ve found that resistance to D&I often comes from a fear of change being imposed rather than co-created. One thing we did at Spectup with a client in the fintech space was to shift the narrative entirely—we stopped talking about “initiatives” and started talking about “business strategy.” Instead of a top-down push, we facilitated cross-functional workshops where employees—from operations to product—were asked how inclusion could solve real challenges they faced, like talent retention or user engagement in underserved markets. That involvement changed the tone from obligation to ownership. I remember one team member saying, “This doesn’t feel like HR anymore—this feels like common sense.” That’s when you know it’s working.
The key strategy here was reframing D&I not as a compliance exercise but as a competitive advantage. When people see how inclusion helps them win, resistance turns into momentum.
Niclas Schlopsna
Managing Consultant and CEO, spectup
Foster Open Communication for Buy-In
When I notice resistance to diversity and inclusion initiatives, I focus on open communication as my first step.
I’ve found that genuinely inviting team members to share their questions or concerns in a safe space helps address misunderstandings before they escalate.
For example, I have hosted a relaxed Q&A session, or more accurately, a feedback chat with no pressure, just honest conversation. Being transparent about why these initiatives matter and how everyone benefits, not just certain groups, really helps shift perspectives.
When people feel heard and see how inclusion improves our workplace for everyone, their buy-in naturally grows.
Nir Appelton
CEO, Adorb Custom Tees
Align Initiatives with Company Values
Truthfully, we don’t normally get a lot of pushback here. I think that a big reason why is because our company values are so evident. Everyone who works for us knows exactly what those values are, and they know that by working for us, they also have to adopt those values. So, DEI initiatives that we implement align with our values, and because of that we don’t get much pushback. If we do, all we have to do is just point to our values as a reminder.
Edward Tian
CEO, GPTZero
Prepare and Outline Tangible Benefits
When it comes to implementing any kind of new initiative, it can help to simply assume that you might encounter some pushback, as this can help you prepare for it. What you can do is outline specific reasons why the initiatives will be helpful or beneficial. If you can show your team that you aren’t implementing initiatives just for the sake of it, but rather that these initiatives are being implemented for tangible reasons, that’s one of the best ways to overcome pushback.
Jeremy Yamaguchi
CEO, Cabana
Emphasize Diversity as Smart Business Practice
Especially at the leadership level, the best argument in favor of diversity and inclusion is that it’s simply good business. If we limit our hiring pool or drive out new hires from certain backgrounds, we’re wasting our valuable human capital budget. Consequently, someone else will hire those workers and get a great deal.
Wynter Johnson
CEO, Caily