When we work to change norms, systems and processes around diversity and inclusion that have existed as 'normal' or 'usual' for many years, we will naturally encounter resistance - within ourselves and/or others.
Resistance to change is an unwillingness to adapt to new circumstances or ways of doing things. It can occur in individuals, relationships or within organizations. There are many reasons for resistance, but at its core, resistance is rooted in fear of the unknown. Humans are biologically wired to look for patterns and predictability, and any uncertainty - even if it's predicted or positive - can trigger anxiety. Especially when working with diversity and inclusion, you may encounter a lot of resistance as these can be sensitive topics - especially in a Danish context. Therefore, it's important to know how to deal with resistance.
The change is an emotional process that contains different stages
According to this model by Kübler Ross, individuals may be at different stages, which will create different kinds of response to the change. As a result, we need to have different strategies on how to deal with resistance to change.
4 reasons for resistance to change
- Lack of trust in the organisation or person creating the change.
- Poor communication, making the need for the change or the change process unclear and unmanageable
- Fear of failure, as the change creates uncertainty about tasks or requirements
- Constant change requires constant change and agility
Therefore, it is important to know how resistance is respected and handled to ensure commitment and ownership of change:
- Have empathy for the resistance and try to understand the origin/nature of the resistance
- Describe why the change is necessary (avoid buzzwords and 'fluff') and who supports the change
- Be specific about how the change will affect the workplace, employee workflow, etc.
- Invite the "opposition" into the engine room so they can influence change, take ownership and be ambassadors for the future
In this article , you can read more about how to understand and manage resistance to change when working with diversity and inclusion.
Do you need support in the change process? Then contact us below.
Nikoline Nybo
Consultant
BA Anthropology and Chaos Pilot.
Experience in cultural analysis and anthropological methodology, project management and process design, organizational development and facilitation.
Louise Marie Genefke
Consultant
Cand. mag. Marketing & Communication, MA Management and External Lecturer AU.
Experience with management, talent and organizational development, facilitation and Employer Branding.