Study analyzes how to reduce resistance to diversity initiatives in companies

In recent years, the debate on diversity, equity and inclusion (DEI) in the corporate environment has gained prominence. Organizations around the world have invested billions of dollars in programs to promote a more diverse environment in companies. However, the results have not been as expected, as a growing number of cases of discrimination have been reported. Many wonder why DEI initiatives still fail.

With this in mind, FGV EAESP researcher Joana Story wrote a paper together with researchers Tatiana Iwai and Gustavo Tavares, published in Organizational Dynamics, which explores the reasons for these failures, including resistance to DEI programs. The article proposes the concept of psychological capital (PsyCap) as a crucial factor for the success of diversity initiatives.

The paper presents a brief review of the literature on change management, DEI and psychological capital. It then explores the connection between resistance to organizational change and the components of PsyCap. The authors also look at how the factors of hope, self-efficacy, resilience and optimism can help overcome the psychological resistance of employees in privileged groups to DEI practices.

One of the main obstacles to the success of DEI initiatives is the resistance of employees in historically privileged groups. They may perceive these changes as threats to their values and perception of equality. This can generate an “us versus them” mentality, creating an environment of mistrust and insecurity. Psychological capital is a potential solution to this dilemma, as it can influence individuals’ cognitive evaluations of DEI initiatives, promoting a more positive and collaborative approach.

PsyCap, which integrates hope, self-efficacy, resilience and optimism, has the potential to transform employees’ perceptions of diversity initiatives. It can help reduce intergroup bias and foster a more inclusive vision, in which differences can be seen as opportunities rather than threats. In addition, PsyCap interventions, such as training programs focused on personal and emotional development, can create an organizational environment that is more receptive to diversity. However, PsyCap needs to be complemented with structural policies that address deep-seated inequalities to ensure the success of DEI initiatives.

Read the full article.