A recent study sheds light on a previously underexplored aspect of DEI training. While much focus has been placed on the facilitators, trainers and the content of DEI programs, this study examines how employees actually respond to the training.
Published in Harvard Business Review, the research titled “4 Ways Employees Respond to DEI Initiatives” identifies four categories of employee reactions: excited supporters, calm compliers, torn shapers and discontented opponents.
The study advocates, and we at SunShower Learning concur, that recognizing these diverse responses allows managers to tailor their approaches, moving beyond a one-size-fits-all model in DEI training and practices.
Four types of employee responses
The research categorizes employee responses into four distinct profiles:
1. Excited supporters
Characteristics: These employees show highly favorable cognitive, emotional and behavioral responses. They are enthusiastic about DEI initiatives and actively engage in related activities.
Actions: Volunteering to lead DEI workshops, participating in cultural awareness events and mentoring colleagues from underrepresented backgrounds.
2. Calm compliers
Characteristics: Generally supportive with moderately favorable responses, but less active than excited supporters.
Actions: Attending anti-bias training and diversity meetings without taking a leading role.
3. Torn shapers
Characteristics: Display a mix of favorable and unfavorable responses. They may support DEI in principle but have concerns about specific initiatives or their execution.
Actions: Participating in DEI events while expressing frustration with how they are conducted, believing the company’s motives may not be genuine.
4. Discontented opponents
Characteristics: Highly unfavorable responses, fundamentally opposing DEI initiatives.
Actions: Criticizing DEI efforts openly, refusing to participate in activities and challenging the value of DEI initiatives.
Tailoring approaches to different responses
Understanding these diverse responses allows managers to tailor their approaches more effectively:
1. Excited supporters: Utilize their enthusiasm by involving them in steering committees or leadership roles for DEI projects. Their positive energy can influence others and drive change.
2. Calm compliers: Keep them informed and engaged with regular updates and educational opportunities. Emotional appeals may encourage them to become more active supporters.
3. Torn shapers: Engage in open dialogue to understand their concerns and gather valuable feedback. This group’s constructive criticism can help improve DEI initiatives and potentially transform them into supporters.
4. Discontented opponents: Use empathy and understanding to find common ground. Clear accountability structures and open dialogue forums can help integrate their perspectives into DEI processes.
Moving beyond a one-size-fits-all approach
Recognizing the variety in employee responses is crucial for the success of DEI initiatives. A one-size-fits-all approach is insufficient. By leveraging the nuances in employee reactions, managers can create tailored strategies that address specific concerns and harness the strengths of different employee groups.
Effective DEI initiatives require understanding and addressing the complexity of employee responses. Embracing this complexity and engaging employees based on their unique perspectives can transform resistance into support and drive meaningful organizational change.
SunShower Learning: aligning with authentic DEI strategies
At SunShower Learning, we recognize the importance of understanding and addressing the diverse responses employees have to DEI initiatives. Our reality-based, authentic training programs are designed with these insights in mind. We believe in creating training programs that not only educate but also engage employees at every level of response, ensuring that our efforts lead to meaningful and lasting organizational change.
Courses
