Despite rising global tensions, this is an important moment for workplace diversity and inclusion (D&I). While resistance is being amplified, new opportunities for meaningful and lasting change are emerging.
At Diversity Council Australia (DCA), our priority is to listen to our members and provide practical guidance to help workplaces address resistance and continue building inclusive workplaces where all employees can thrive.
As part of that commitment, we recently hosted a Key Contacts Webinar on the D&I climate and responding to resistance. The session, which was held under the Chatham House Rule, provided an open forum for members to share their challenges and insights. While we can’t share direct quotes or a recording as we do for many of our events, here are some of the most valuable takeaways.
Understanding D&I resistance in Australia
Resistance to D&I is not new. In the US, political shifts have emboldened resistance, including executive orders rolling back D&I protections and supports.
However, Australia has its own unique context, shaped by strong anti-discrimination laws, gender pay gap reporting, Positive Duty laws addressing workplace sexual harassment, and Work Health and Safety regulations that require employers to manage psychosocial risks, including exclusion and harassment.
Still, Australian organisations are responding in different ways. Some are doubling down on their D&I efforts, while others are continuing their efforts but choosing not to engage publicly. Encouragingly, DCA’s member survey found that only 8% of members felt pressure to quieten their D&I efforts. The majority are committed to either staying the course or amplifying their commitment to inclusion.
Read more:
- Read about the current state of D&I in Australian workplaces in DCA’s Inclusion@Work Index.
Supporting employees
This is a challenging time for employees, particularly those doing the work of D&I, and for people from marginalised groups. Listening and encouraging open communication are key to providing support.
From our forum, we learned that some organisations are seeing rising tensions, polarisation, and even harmful language, posing real risks to psychological safety. We encourage leaders to:
- Acknowledge this is challenging work that impacts real people — particularly those with lived experience of marginalisation.
- Set expectations for respectful dialogue – encourage open conversation in safe, structured, and respectful spaces.
- Check-in regularly with D&I staff and employees from marginalised groups.
- Explore options for fit-for-purpose supports — e.g. by providing Employee Assistance Programs (EAPs) that are culturally safe, inclusive, and responsive to various lived experiences, including people with disability and LGBTIQ+ individuals.
- Centre marginalised voices in decision-making — listen to and prioritise what people from marginalised groups are saying about the decisions that affect them.
Above all, recognise that resistance is a sign of progress. Pushback often occurs when D&I work is having the most impact.
Read more:
- Read DCA’s resource page on Supporting an inclusive workplace in difficult times
- Find out why centring voice is important and how to do it effectively with DCA’s Centring Marginalised Voices at Work
Tackling misinformation effectively
Addressing misinformation and disinformation about D&I requires care and strategy. “Myth busting” can sometimes backfire, reinforcing false narratives. A more effective approach is to use a “truth sandwich”:
- Start with the truth.
- Address the myth and clearly label it as false.
- Reinforce the truth.
Remember: resistance and backlash are emotional – whether that emotion is fear, anger or mistrust. Storytelling and values-based messaging often connect better than facts alone. For example, instead of saying, “Only 10% of those taking paid parental leave were men,” try, “Both men and women deserve time to care for their children.”
It’s also important not to shame people who resist D&I change and focus instead on how we frame our response. For example, rather than saying a person is biased or bigoted, communicate the importance of recognising and addressing unconscious bias.
Read more:
- Learn more about effectively tackling misinformation in the Myths and Misinformation section of DCA’s Dealing with resistance and backlash to D&I resource page.
How to respond when leadership pushes to reduce D&I
Leaders play a significant role to play in driving or blocking D&I change, from allocating resources and time, to using their influence to persuade others who may be unconvinced.
If resistance is coming from the top, a strong case for change is essential. That means combining:
- Data – use internal and external metrics to reveal lack of inclusion and show the benefits of taking action to address this.
- Storytelling – use real examples to highlight the positive impact of inclusion.
- Values-based messaging – appeal to shared goals, like fairness, belonging, and organisational success.
Research consistently shows that workplace inclusion is not only beneficial to employees, it is key to business success. Inclusive workplaces perform better, adapt faster, and stay more resilient in a changing world.
Highlight that D&I benefits everyone. For example, DCA’s most recent Inclusion@Work Index showed both women and men experience improved outcomes when inclusion is prioritised.
Read more:
- Inform your case for change with DCA’s The Case for D&I resource page
- To learn how to best count, map, and track diversity and inclusion in your workforce, see DCA’s D&I Data at Work guide
- If you don’t have the bandwidth to collect that data yourself, consider participating in DCA’s Inclusive Employer Index
- Use DCA’s Change at Work framework (Step 4: ‘Embed and evaluate to make your D&I change stick’) to develop your data-driven approach.
Should we change the language around D&I?
In short: No – but we should deepen our understanding. The language we use matters and it changes for a reason, reflecting shifts in how we understand power, privilege and inclusion.
Rather than diluting or discarding terms like “equity” or “intersectionality,” we should seek to understand them better so we can explain them clearly to different audiences.
This is a moment for clarity, not retreat. Just as “equal opportunity” became “diversity and inclusion” and later “diversity, equity and inclusion,” each shift has helped us engage more deeply and authentically.
Read more:
- To learn more about key D&I definitions, see What is Diversity & Inclusion? And What is intersectionality?
- Find out more about the importance of language on DCA’s Inclusive Language resource page.
Final Tips: Focus on what you can change
Even if you can’t control what’s happening outside your organisation, you have the power to create safe and inclusive environments at work. Here are some key steps:
- Properly resource D&I – avoid performative efforts by investing in evidence-based strategies that take an organisation-wide approach. Leverage resources like DCA’s Change at Work and Centring Marginalised Voices
- Focus on the ‘mobile middle’ – about 19% of Australian workers are undecided but open to change – focus your efforts here to drive meaningful change. Read more about engaging the mobile middle.
- Revisit your allyship – use this moment to reflect on how you’re showing up and educate yourself on psychological safety and trauma-informed practices.
- Build your support network – don’t go it alone. Stay connected with trusted allies who offer support, perspective, and wise counsel.
Turning resistance into opportunity
One of the strongest messages from our key contacts event was this: resistance creates an opportunity to reinforce why D&I matters and address the deeper issues these discussions bring to light. When people are emboldened to express biases and disinformation more openly, it becomes easier to challenge these beliefs than when they’re hidden.
This is a moment to double down on our D&I efforts not just with data, but with clarity, action and courage.
At DCA, we’re here to support you through these challenging times. We’ll continue listening, sharing evidence-based tools, and helping you create inclusive workplaces where everyone can thrive — no matter the climate.