Resistance Is Real, But So Is the Opportunity

If you’ve been doing DEI work for more than a minute, you’ve likely come up against some form of resistance. Maybe it’s a leader brushing off inclusion efforts as “just not a priority right now,” or a team member muttering, “Why do they have to shove all this stuff in our faces?”

It’s rarely loud. More often, it’s a subtle eye-roll in a meeting. A “well-meaning” question in a training session. A quiet withdrawal when the conversation gets uncomfortable. Or, as we saw recently in the case of Shaun Turner, a direct challenge to an Acknowledgement of Country, framing it as an us versus them gesture.

Turner said, “If we need to be thanking anyone, it’s the people who have worn the uniform and fought for our country to keep us free.”

This kind of framing, pitting Aboriginal people against veterans, is sadly familiar in this country. And it reflects a fundamental misunderstanding of what an Acknowledgement of Country is and why it matters.

Most resistance stems from fear, misinformation or a lack of understanding. And in many situations, I believe we need to meet that resistance with curiosity rather than condemnation, with a calling-in approach instead of calling out.

1. The Common Trap: The “Shut It Down” Strategy

One of the most common responses I see from DEI practitioners and leaders (and one I’ve used myself) is to shut down resistance quickly. Often it comes from a desire to protect the group and maintain safety in the space.

You might hear:

“We’re not going to spend time debating inclusion.”

“That comment isn’t appropriate here.”

“If this work doesn’t align with you, maybe this isn’t the right space.”

It’s understandable. When you’ve lived these experiences and spent years doing the work, it can feel exhausting, even infuriating, to hear the same resistance over and over.

But shutting it down doesn’t change minds. It just pushes resistance underground. And when that happens, it festers in private conversations, anonymous feedback or quiet refusals to engage. It often surfaces later in ways that are more harmful and harder to address.

I once facilitated a leadership workshop where a participant said, “I don’t see why those transgenders can’t just have their own toilet away from everyone else.” The room tensed. My first instinct was to label the comment as transphobic, and I felt that anger rise.

But I paused. I acknowledged her comment and asked, gently, why she felt that way.

She explained that she thought trans people might feel safer in a separate space and that they deserved to feel safe. That opened a door to a different kind of conversation. We discussed how that might be true for some, but not all, and how real inclusion means centering the voices of the people most affected, not assuming what they need.

We didn’t all walk away with the same view, but we made progress. And I was reminded that people don’t change when they’re shamed. They change when they feel safe enough to keep listening.

2. When Good Intentions Backfire

Many DEI initiatives start strong with bold statements, polished presentations and branded lanyards. But when efforts focus on appearances rather than lasting change, we fall into what I call performative momentum.

It looks good from the outside but is fragile. When there’s pushback, things fall apart.

Why? Because people haven’t been meaningfully engaged. Their questions, doubts and concerns haven’t been addressed. They don’t feel like part of the change. They feel like it’s happening to them. And when people don’t feel ownership, it’s easy to check out.

(And yes, there are some people whose resistance is rooted in spite or hate. They’re not your focus. A different approach is needed for them.)

3. A Better Way: Curiosity, Courage and Consistency

So how should we respond to resistance?

Here are three approaches I’ve found more effective:

a. Get Curious, Not Combative

When someone pushes back, ask, “Can you tell me more about where that perspective comes from?”

Not to excuse harmful views, but to understand what’s underneath – fear, misinformation or past experience.

b. Reframe, Don’t Reprimand

Instead of saying, “That’s wrong,” try, “Here’s another way to look at it…”

Language matters. People are more open to learning when they don’t feel attacked.

c. Normalise Discomfort

DEI work isn’t supposed to be easy. Let people know that discomfort is part of learning. It’s not a failure. It’s a sign of growth.

A Case in Point: The Shaun Turner Decision

The recent Fair Work Commission decision involving Shaun Turner, a Melbourne street sweeper, highlighted all of this. Turner was dismissed after questioning the inclusion of an Acknowledgement of Country during a workplace meeting. He argued it was more suited to large public events and suggested recognising military service instead.

The Commission found that his dismissal was not justified. His comments, while controversial, didn’t breach a code of conduct. Importantly, he hadn’t been trained to understand how those remarks might be received or the broader implications.

This case shows why engagement matters. Punishment without shared understanding doesn’t bring us closer to inclusion.

Conclusion: You Can’t Shortcut Change

DEI work isn’t about getting polite agreement in a training session. It’s about shifting workplace culture over time. That means making space for difficult conversations, staying engaged when it’s inconvenient and remaining curious even when it’s hard.

Next time you face resistance, consider leaning in rather than pulling back. It may be uncomfortable, but that’s where real change starts.

Let’s Keep the Conversation Going

What kinds of resistance have you encountered in your DEI work, and how have you responded? I’d love to hear your stories.

Want to build your team’s confidence in navigating resistance and leading more inclusively? My Inclusive Leadership Workshop is designed to help organisations do just that.

Because transformation doesn’t happen by silencing resistance. It happens when we meet it with clarity, courage and consistency.

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