Opposition to equality, diversity, and inclusion from the perspective of change resistance

Equality, diversity, and inclusion initiatives require strategic management and calculated repositioning like any other major organisational change effort. Change can bring uncertainty, fear, and psychological distress among employees, leading to resistance that risks undermining change efforts. Odessa Hamilton overviews the change literature and writes that problematising all sources of resistance is a fundamental flaw in organisational change efforts. Validating resistance can legitimise the emotions of the resister, which can moderate their resistive efforts.