Overcoming Resistance to Equitable Change

As a Black woman who coaches leaders and teams on inclusive behavior, I often hear people express concerns about change and transformation. Some worry that striving for greater diversity, equity, and inclusion (DEI) means betraying their traditions, values, or colleagues. But let me be clear: Change is not betrayal. Transformation is not complacent. Growth is not limited.

Embracing change and transformation as a person doesn’t mean you have to completely abandon your entire identity. It’s about acknowledging your values and beliefs while also being open to new perspectives and experiences that can enhance your growth and development.

It’s important to note that these feelings of threat or discomfort are not unique to white leaders and may be experienced by individuals of all backgrounds. However, we all must recognize that embracing diversity, equity, and belongingis NOT a zero-sum game and that creating a more inclusive workplace benefits everyone.

Unpacking the Effects of Change

Now, let’s explore the complex ways in which change can impact individuals, from challenging their beliefs and values to exposing uncomfortable truths about biases and privileges.

Change within the context of equity, diversity, and inclusion can often:

• Lead to feelings of guilt and shame
• Challenge your sense of identity or self-worth
• Require you to give up a perceived advantage or benefit
• Threaten your social status or influence
• Disrupt the status quo and established norms and traditions
• Be perceived as an attack on your personal or professional success

Exploring our inner selves is a lifelong expedition, and embracing transformation is a vital aspect of this evolution.

However, change can also be difficult, especially for leaders who fear relinquishing control, learning new skills, exposing their weaknesses, or becoming vulnerable to criticism and failure. Your first instinct may be to resist change and exert greater control and rigidity to minimize uncertainty and risk. Or you may delay and avoid change altogether, hoping to maintain the status quo.

Tragically, when we cling to our old ways of thinking, we not only limit our own potential but also hold back the potential of those around us, particularly those who are and have always been historically marginalized. By embracing the discomfort of growth, acknowledging the harm that our past actions may have caused, and committing to creating a more equitable workplace, we can unlock the full potential of ourselves and our teams.

Self-discovery involves acknowledging and addressing your unintended contributions to systemic inequities through honest self-reflection. Within the context of diversity, equity, and inclusion, embracing change and challenging our biases is not only a personal development practice but also a moral imperative. 

Embracing Change While Honoring Our Roots

It’s important to recognize that personal transformation can manifest differently based on one’s identity and experiences. At times, it might even involve a sense of disloyalty to one’s roots and ancestry.

For example, some Black professionals feel a strong responsibility to represent and uplift our community in every aspect of their lives. This can sometimes lead them to question whether pursuing individual success within a predominantly white workplace is a form of assimilation or abandonment. 

Additionally, some Black employees may feel pressure to conform to white cultural norms and expectations to be accepted, which can further complicate their relationship with change.

As someone who has undergone significant personal transformations, I am familiar with the sense of guilt that can arise. Whether it was leaving the hustle culture to focus on my emotional well-being, choosing not to follow in my parents’ footsteps to become a minister, or even quitting a “good” job twice to pursue higher education, I have often found myself questioning whether I was betraying my family traditions and community values in the process.

There have been moments in my journey, where I found myself wondering whether I was too loud or too safe in my approach to corporate diversity and equity work or style of activism. As a DEI practitioner, there have been times when I’ve wanted to speak out more forcefully against injustice but held back for fear of losing my job or damaging my reputation.

On the flip side, there have been instances where I’ve been told that I’m too aggressive or too confrontational in my approach to DEI work. It’s been a delicate balance to strike, and as a Black woman, I’ve often felt like I was walking a tightrope trying to determine the most effective path for achieving my goals.

But over time, I’ve come to realize that there is no one right way to live my life. What’s important is that I stay true to my values and our purpose, while also being strategic in my approach. It’s okay to be loud and to take risks when the situation calls for it, just as it’s okay to take a more measured approach when that’s what’s needed.

Key Takeaways

If there are a few key takeaways I’d like you to remember, it’s that:

• Becoming an inclusive leader is not a zero-sum game.
• Creating a more inclusive, equitable workplace benefits everyone.
• Embracing change and transformation does not necessitate the abandonment of one’s identity, but rather acknowledges that our society and workplaces are in a constant state of renewal.
• While change can be uncomfortable and may challenge our beliefs and values, it’s an essential part of our self-discovery and evolution. 

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If you need assistance in developing a DEI strategy or believe you could benefit from 1:1 inclusive leadership coaching, please don’t hesitate to contact me at yvonne@socialedg.com. Together, let’s work towards creating a more inclusive and equitable workplace for all.