Understanding and Remediating Backlash to DEI in Organizations

This paper examines factors that have led to the dissolution of many diversity, equity, and inclusion (DEI) initiatives in public and private organizations across the United States and globally. Although anti-DEI backlash is not new, the current wave of anti-DEI backlash is unprecedented in many ways. In response, we present a conceptual model that suggests DEI may elicit negative affective (i.e., fear, animosity) and negative cognitive responses (i.e., perceived unfairness, biased construals), particularly among individuals who are members of dominant social groups (e.g., White people, men) and who endorse hierarchy-legitimizing ideologies (i.e., system justifying ideologies, social dominance orientation). These affective and cognitive reactions have led to a series of behaviors, which we categorize as subtle, active, and ambivalent resistance. We conclude by introducing propositions that may guide future research examining ways to effectively reduce anti-DEI backlash.