Rotterdam School of Management, Erasmus University Rotterdam, the Netherlands.
Rotterdam School of Management, Erasmus University Rotterdam, the Netherlands.
Curr Opin Psychol. 2024 Dec;60:101922. doi: 10.1016/j.copsyc.2024.101922. Epub 2024 Oct 1.
Diversity, Equity, and Inclusion (DEI) initiatives are widely adopted by organizations to improve work conditions and career outcomes for disadvantaged groups, yet they often struggle with achieving sustainable change. This paper examines employee resistance as a barrier to DEI initiatives' success. We review the literature on the conceptualization and study of resistance to DEI initiatives, and offer recommendations for future research. Overall, we advocate for a behavioral perspective to generate a more nuanced understanding of the complex nature of this resistance, which highlights its potentially ambivalent and subtle manifestations, and emphasizes its evolving nature in response to changing contexts over time. Acknowledging this complexity is crucial for advancing our understanding of resistance to DEI initiatives and for organizations aiming to address it effectively.
多样性、公平性和包容性（DEI）倡议被广泛应用于组织中，以改善弱势群体的工作条件和职业成果，但它们往往难以实现可持续的变革。本文研究了员工的抵制是 DEI 倡议成功的障碍。我们回顾了有关抵制 DEI 倡议的概念化和研究的文献，并为未来的研究提供了建议。总的来说，我们倡导采取行为视角，以更细致地理解这种抵制的复杂性质，强调其潜在的矛盾和微妙表现，并强调其随着时间的推移而对不断变化的环境的演变性质。承认这种复杂性对于提高我们对抵制 DEI 倡议的理解以及对于组织有效应对抵制至关重要。
