In recent years, Diversity, Equity, and Inclusion (DEI) initiatives have taken centre stage in workplaces, seeking to create more equitable and inclusive environments for everyone. However, are we starting to see retaliation from those who feel alienated or even disadvantaged by these initiatives?
The gendered lens of sexual harassment
A recent article[1] in HR Daily highlights how workplace sexual harassment “overwhelmingly” focuses on male-to-female conduct, potentially perpetuating stigma and underreporting among male victims. As one workplace lawyer noted,
“There is still a belief today in many workplaces that sexual harassment of men should be treated less seriously, or even laughed off as a joke.”
This bias is reinforced by media and court cases that predominantly showcase female victims and male perpetrators.
The numbers tell a broader story. According to ABS data[2] from 2022, 1.7 million Australian adults (8.7%) experienced sexual harassment, nearly half a million of whom were men. The most common behaviours experienced by men included unwanted touching (13%), inappropriate comments (11%), and indecent exposure (7.8%). Yet male victims often face significant barriers to reporting, ranging from fear of ridicule to limited institutional support.
If DEI initiatives aim to level the playing field, why does this gap persist?
Are we unintentionally sidelining certain groups under the guise of progress?
[1] https://www.hrdaily.com.au/news/traditional-view-of-s-xual-harassment-perpetuates-underreporting-12412
[2] https://www.abs.gov.au/statistics/people/crime-and-justice/sexual-harassment/latest-release?utm_source=chatgpt.com
Flexible work and perceived discrimination
Consider this scenario: A male employee contacts Ombpoint, concerned that he’s being treated unfairly compared to his female counterparts with caregiving responsibilities. These colleagues can access flexible arrangements and work reduced hours, while he feels compelled to carry a disproportionate workload. He asked for guidance on the legal protections for his rights.
On one hand, his employers’ DEI efforts appropriately champion flexibility, especially for those with caregiving responsibilities who have historically faced systemic barriers. On the other hand, some men – or at least this man – may see these policies as creating inequity by increasing their workload or responsibilities.
A key distinction often overlooked in these discussions is the difference between equity and equality.
Equality provides the same resources or opportunities to everyone, regardless of their circumstances, while equity recognises that different individuals have different needs and allocates resources to achieve fair outcomes. In the context of workplace flexibility, this means ensuring that policies account for varying needs without disproportionately disadvantaging others in the process.
So, how do we constructively address these perceptions?
One way is to ensure workplace flexibility is offered equitably to all employees, regardless of gender or caregiving status. Open communication and transparent workload management can also help mitigate feelings of resentment.
The recent reappointment of Donald Trump and his first legislative move to recognise only male and female genders has reignited debates about inclusion. This policy starkly marginalises nonbinary and transgender individuals, stripping them of legal recognition and protections. The effects on mental health, employment opportunities, and societal acceptance for these groups are profound.
However, Trump’s popularity—and his willingness to champion such policies—suggests a significant portion of the population supports these views. For example, a 2023 Pew Research poll[1] indicated that 45% of Americans believe society has gone too far in accepting transgender individuals, a sentiment echoed in the resurgence of conservative leaders worldwide.
Does this signify a broader pushback against progressive agendas?
[1] https://www.pewresearch.org/short-reads/2022/02/11/deep-partisan-divide-on-whether-greater-acceptance-of-transgender-people-is-good-for-society/?utm_source=chatgpt.com
Navigating the pushback against DEI
As global trends show a resurgence of resistance against DEI initiatives, we need to think about how we can thoughtfully engage with voices of dissent. While grievances from certain groups must be acknowledged, in my opinion, scaling back DEI efforts is not the solution.
Instead, workplaces need to focus on fostering inclusive practices that address these concerns constructively. This was recently acknowledged by Rio Tinto following the publishing of their external Progress Review, a year after the Everyday Respect report. (Rio Tinto releases findings of external Progress Review on workplace culture | Global)
A recent interview[1] with Diversity Council Australia’s Interim CEO, Chris Lamb, on preventing DEI pushback reinforces his view about the importance of clear communication. As Lamb notes,
“There are pockets of men who feel like their voices aren’t being heard, and that means organisations and our society need to do more to listen to those voices. But the voices of men are no more important than the voices of other groups.”
Leadership plays a crucial role here. Best-practice communication must come from the top, linking diversity outcomes to organisational strategy and embedding these principles in leadership evaluations, workplace programs, and broader cultural initiatives. In an article on Forbes[2], Heather Price, Founder and CEO of Symmetra, highlights the importance of inclusive leadership training, noting that,
“When it comes to workplace DEI training, a common challenge is demonstrating its tangible value to leaders.”
DEI can’t be the ‘shag on the rock’. It must become as integral to an organisation’s DNA as our practices around work health and safety, ensuring it is a shared and visible priority.
Lamb suggests that to address the push back we are seeing from some groups, organisations should:
- Actively communicate the benefits of DEI initiatives to the entire employee population, emphasising how they align with business goals and improve workplace culture.
- Provide forums for open dialogue where concerns can be voiced and addressed without judgment.
- Ensure leadership embodies and champions DEI principles, making them visible and actionable at all levels and through all of their day-to-day decisions.
- Embed DEI into everyday business practices, from leadership development programs to performance evaluations.
So, rather than scale back, perhaps it’s time we review our approach. Are we unintentionally alienating certain groups? How can we strike a balance that fosters inclusion without division?
The answers aren’t always straight forward.
But if we start by asking these questions and tailoring our approach to embedding DEI, we can hopefully start to address the concerns expressed by some employees while remaining true to our commitment to building truly inclusive workplaces.
[1] https://www.hrdaily.com.au/news/how-leading-employers-prevent-d-i-pushback-12408
[2] https://www.forbes.com/councils/forbeshumanresourcescouncil/2024/11/14/show-leaders-that-inclusion-skills-training-is-a-good-investment/?utm_source=chatgpt.com
Holly Wilson | Ombpoint Adviser
