Aniela Unguresan is the Founder of EDGE Certified Foundation and Founder & CEO EDGE Strategy.
I believe the U.S. is in the midst of its most significant culture war in recent history. Deep divisions and intense clashes of ideology, values and beliefs characterize this ongoing conflict. It encompasses various business, social, political and cultural issues and has far-reaching implications for the nation’s identity and future direction.
Competing visions of America’s past, present and future are at the heart of this culture war. The issues at stake are wide-ranging and multifaceted, spanning race, gender, identity, religion and immigration. When it comes to business, I see diversity, equity and inclusion (DE&I) as serving as the flash point. And the term woke has become emblematic of the cultural divide. I think it is important for business leaders to be “woke” and support DE&I initiatives.
As an economist and company leader, my analytical self recognizes DE&I’s significance and beneficial impact on the economy and business landscape. My business side is where my “wokeness” lies. It is where I draw on my empathy, compassion, flexibility, mindfulness, forward-thinking and dedication. My two halves enable me to combine my passion for data with my ability to understand and appreciate the diverse perspectives, experiences and challenges individuals from different backgrounds face.
Navigating A Divisive Landscape
The culture war’s divisive nature can create challenges for businesses, particularly when it intersects with issues of DE&I. By now, you probably have read enough articles and essays that talked about the benefits of DE&I: Boosting innovation, retaining and attracting employees and elevating the bottom line. There is abundant data confirming its benefits. Still, Pew Research found that “There are wide partisan differences in views of workplace DEI. Most Democratic and Democratic-leaning workers (78%) say focusing on DEI at work is a good thing, compared with 30% of Republicans and Republican leaners.”
I know that resistance to DE&I is not always a deliberate act of defiance, although the culture war brings that out in some people. In general, I have observed five reasons people oppose DE&I.
1. Fear of change. Many people are uncomfortable with change, and DE&I initiatives can be perceived as a threat to the status quo.
2. Lack of understanding. Some people may resist DE&I because they do not fully understand what it entails and how it could benefit them personally. They may view DE&I as an attempt to give special treatment to specific groups at the expense of other groups.
3. Bias and prejudice. Bias and discrimination can also contribute to resistance to DE&I. People may hold negative beliefs or stereotypes about certain groups, leading them to misunderstand efforts to promote diversity and inclusion.
4. Fear of losing power and privilege. In many cases, resistance to DE&I is motivated by a desire to maintain control and privilege. People who have traditionally held positions of power and influence may feel threatened by the idea of sharing that power with others.
5. Lack of a clear way to measure positive impact. Without clear metrics and accountability, organizations may not see the value in investing in DE&I initiatives.
Tactics To Overcome DE&I Opposition
Despite these reasons, turning a blind eye to DE&I has profound consequences on businesses, the economy and all employees. Here are strategies I’ve employed to counteract resistance to DE&I.
Stick To Objective And Verifiable Facts
A politician once said, “We are all entitled to our own opinions, but we are not entitled to our own facts.” We are all entitled to our own opinions on DE&I as each one of us has very personal experiences with different aspects of our own or others’ identities. However, particularly in an area that is perceived as “soft” and “subjective” in nature (wrongly so, in my opinion), it is important to stick to facts.
Yes, workplace DE&I is about equal opportunities and treating people with dignity. No, investments in workplace DE&I do not cause companies to go bankrupt. As Paul Krugman puts it, claiming that companies fail because of being woke is “only marginally less ludicrous than claiming that wokeness somehow causes train derailments.”
Education And Awareness
Addressing resistance starts with providing education and raising awareness about the importance and benefits of DE&I and the negative impact of exclusion and discrimination.
Listen And Experience
The phrase “walking a mile in another person’s shoes” holds particular relevance in the context of DE&I. It emphasizes the importance of empathy and understanding by encouraging individuals to consider the experiences, challenges and perspectives of others from different backgrounds. By sharing personal stories and perspectives, individuals can gain insight into the challenges faced by others and develop a deeper appreciation for their unique journeys, which in turn, builds stronger teams.
Transparent Communication
Open and honest communication is crucial in addressing resistance and creating opportunities for dialogue and fostering collaboration, inclusiveness and ownership. I believe leaders should clearly articulate the goals and rationale behind DE&I initiatives, emphasizing how they contribute to a more agile, resilient and successful organization.
Metrics And Accountability
Establish measurable goals and metrics to track progress on DE&I initiatives. Transparency in reporting and accountability mechanisms help demonstrate the impact of DE&I efforts and hold individuals and the organization responsible for their actions.
Data-driven insights can also help address misconceptions and biases by presenting evidence of the positive outcomes of DE&I. Solicit feedback from employees and stakeholders to ensure that initiatives are effective and responsive to their needs. Adapt and refine strategies based on feedback and changing dynamics to create a more inclusive and equitable environment.
While the culture war poses challenges, it also presents opportunities for business leaders to lead by example to drive positive organizational change. Millennials and Generation-Z account for nearly half of the U.S. workforce and about two-thirds (68%) of workers ages 18 to 29 and 56% of 30 to 49 workers. This group overwhelmingly believes focusing on DE&I at work is good. I say, it’s time to wake up, be woke and lead the change.
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