I don't know the "right" answer to this. Maybe there isn't one. Or maybe we should stop coddling people who resist diversity initiatives. How would you overcome resistance to any part of your business strategy? If you make widgets but are expanding into selling hoodoos - and your sales force doesn't want to sell hoodoos - you would probably train them on why the business is expanding into hoodoos, build sales quotas for hoodoos into their incentive plans, and then fire those who continue to under-perform selling hoodoos. So if diversity initiatives are integral to the business strategy, act like it and hold your people accountable. If not - then take a long hard look in the mirror, I guess.

Stop thinking as their "leader", start thinking as their "peers". There might be some deeper traumatic pasts on why they cannot accept the diversity in organizations. Giving understandings to mitgate resistance in one way but showing them on HOW to work on their own personal "demons" might be better way.

Tough question and needs investigation! I would ask WHY the push-back? Get to the source of resistance. Without getting into psychological and cultural issues.... diversity initiatives must be fair; consciously putting aside... - biases, - favouritism, - oh! and nepotism, - discrimination, - and the list goes on. With exemplary leadership skills on inclusivity, this influence will cascade to all echelons of the organisation establishing a culture for all. The leader must want to though, otherwise...... Staff allocations must be well-matched with skill-base. PERIOD! If I hire someone, I want the job done well, my expectations to be exceeded, and core values to be displayed.

If we go back to individual change models we know people generally resist change due to lack of knowledge - knowledge of why/why not, knowledge of where they fit, fear of impact/unknowns, knowledge/skills to make the change. Many of these can be worked on and people assisted without having to go individual on resistance. I've found opening channels up for feedback and questions (email, questionnaires, meetings etc) is also useful. I personally don't fear anonymous channels either and feel you can deliver these while ensuring any legal aspects are covered.

Seek to find the context for this resistance. Understand deeply why this is being resisted and then you will be able to address that head on. There maybe deeper issues as to why that require a new solution or support.

Simple, Whoever is faking or blocking diversity, my demons will punish them for eternity. Love, The 😈. #DecolonizingConsciousnessPlayfully