Pour surmonter la résistance aux programmes de diversité en RSE : 1. Sensibilisation : Ateliers, formations, debriefs (labels Ecovadis, C3D) 2. Communication transparente sur objectifs et bénéfices 3. Implication active de la direction 4. Mesure et suivi des progrès (KPIs) 5. Adaptation des processus RH (recrutement, promotion) 6. Valorisation des succès pour renforcer l'adhésion

Diversity could mean different things for diff people. Understanding what people mean by diversity and what it means at the workplace is important. There may be an underlying sentiment that it might affect jobs of incumbents in terms of opportunities, growth and power. Addressing or even openly having a chat on that is best way to move.

Start by making the stakeholders aware about what exactly diversity is & by educating on the benefits of diversity, such as innovation, inclusivity, and broader impact. Use data and success stories to demonstrate how diverse initiatives enhance community and business outcomes. Engage skeptics in dialogue to address concerns and build understanding. Involve diverse voices in planning and decision-making to foster shared ownership. Highlight the alignment of diversity efforts with the organization's values and societal goals. Emphasize small, visible wins to build momentum and show tangible impact, gradually reducing resistance while cultivating a culture of acceptance and collaboration.

To overcome resistance to diversity, it is essential to open a dialogue to address concerns, share concrete examples showcasing the benefits of diversity, provide training to raise awareness, and ensure visible commitment from leaders. Finally, maintaining consistent efforts builds trust and ensures lasting impact.

Many programmes often fell short by being too theoretical, addressing too many biases, being too brief, or being delivered in a 'blaming' manner, which created resentment. Similarly, programmes focussed on appearance rather than impact, also through choice of candidates and suitability. A significant underlying barrier to DEI initiatives is the general lack of clarity about what DEI involves and what individuals are expected to do. The focus should be on sharing practical actions for creating a more diverse workforce by simultaneously an effective organisations. DEI must serve as the vehicle to achieve the overall business goal. Maintaining a focus on demonstrating achieved positive impact of DEI on business would help.