Global Citizen’s Circle’s Role in Pushing Back on the Pushback on Diversity, Equity, and Inclusion

By James McKim, PMP, ITIL

My experience helping a wide range of organizations improve their performance has resulted in a deep understanding of the value of diversity, equity, and inclusion (DEI).  In contemporary discourse, DEI has emerged as critical focal points across various sectors, from corporate boardrooms to educational institutions and community settings. These initiatives aim to dismantle systemic barriers, promote equal opportunities, and foster environments where every individual feels valued and respected regardless of their background and can perform at their best. 

However, the journey towards living into DEI is often met with resistance, skepticism, and pushback from individuals or groups reluctant to embrace change. Being introduced to the Global Citizens Circle by current Board Chair Sean O’Kane, I saw an opportunity to join an organization that has had and has the great potential to have an even greater impact on how the pushback against DEI can be eliminated for the betterment of both organizations and society. So, just what is this pushback?
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The Pushback Against DEI
Pushback against DEI may stem from a multitude of factors including fear of change, ideological differences, misconceptions about DEI, discomfort with confronting privilege and biases, or concerns about perceived threats to existing power structures. We can view the pushback as existing at 3 levels: interpersonal, group/systemic, and structural as shown in the figure.

​At the interpersonal level, based on research by Gartner, pushback generally takes 3 forms in the context of culture – how we interact with each other in society writ large.
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Image credit; Gartner https://www.gartner.com/en/articles/how-to-navigate-pushback-to-diversity-equity-and-inclusion-efforts

• Denial that there are inequities in the world that harm us all that DEI addresses.
• Denial (or lack of understanding) that there is an opportunity to be better because of the different perspectives DEI provides
• Derailing any conversation about inequities by talking about something else. Likely because talking about the inequities is uncomfortable. Discussion of CRT is an example of this. Or using an incorrect definition of DEI believing that it has to lower standards when it does not. Or believing that DEI means leaving out/disadvantaging white people or men.
• Disengagement from the sense that the inequities don’t impact me so why should I pay attention to it?

At the Group/Systemic (organizational/institutional) level, based on research by Forbes pushback generally takes the form of:

• Lack of recognition that DEI is about culture change and needs to be planned for over several years 
• Insufficient prioritization and long-term commitment from senior leadership
• Thinking that one training session on bias will make things more equitable and inclusive
• Lack of inclusive leadership – ignoring multiple perspectives

 
​At the Structural level, based on research by Professor Tricia Rose of Brown, pushback generally takes the form of laws or best practices such as gender pay inequities or redlining that boost a particular industry at the expense of underrepresented individuals. Education impacts health, health impacts education. Both impact the ability for people to get good jobs to gain income to be able to pay for education, and health… see the vicious cycle?

Image credit: Axios https://www.axios.com/2024/04/02/dei-backlash-diversity

​​The reality is that DEI is being discussed more than ever. As is reported in the Axios article “There are still companies committed to hiring people from diverse backgrounds, figuring out how to foster inclusive workplaces and treating people fairly. But they're less likely to use those initials.” 

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​Global Citizens Circle’s Role
Global Citizens Circle (GCC) plays a significant role in countering the backlash against DEI efforts by fostering open dialogue and understanding among diverse groups. Since 1974, GCC has consistently brought together diverse groups of people, from world leaders to local activists, to engage in meaningful conversations on important social and global issues: including race relations in the US, Northern Ireland's troubles, South Africa's struggles, and women's rights. Want examples?

• In January 2024, GCC hosted a discussion on “Peace, Patriarchy and Politics,” facilitated by renowned feminist icon Gloria Steinem who first shared her thoughts on "Feminism Today" with a Global Citizens Circle gathering in 1980.
• In June 2022, GCC organized a circle discussion called "In the Footsteps of Giants: Grounding and Growing the Dream," featuring intergenerational dialogue with young activists like Yolanda King, the granddaughter of Dr. Martin Luther King, Jr. This event emphasized the power of youth voices in shaping the future, with participant Khandace Wilkerson noting, "They (youth) have power in their voice even if they don't use it; their thoughts matter, their ideas matter and they can change the world if they want to."

These discussions aim to inspire change by highlighting the importance of DEI in creating equitable opportunities and environments for all individuals, regardless of their background by encouraging intergenerational dialogue and empowering youth voices. This is how GCC helps sustain the momentum for DEI initiatives amidst growing opposition and helps create a world where we all can not only survive but thrive. I am proud to join GCC at this critical time in our world. Won’t you join us?

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James McKim is the managing partner of Organizational Ignition, a management consulting practice. He is a sought-after organizational performance speaker, coach, change manager, and author of the bestselling book "The Diversity Factor: Igniting Superior Organizational Performance." Over his 35+ year career, he has helped small and large organizations, for-profit and nonprofit, ignite efficiency and growth through the aligning of people, process, and technology. 

Mr. McKim is known internationally for his current focus on organizational and individual performance through diversity, equity, and inclusion (DEI). He is recognized by industry watchers such as Atd, Brandon Hall, Bersin Associates, Axelos, and PMI for his dedication to creating win-win situations between organizations and their employees. In addition to founding two companies, he has held senior leadership roles at or worked with organizations such as Hewlett Packard Enterprise, Fidelity, Dartmouth Hitchcock, and the Massachusetts Partnership for Diversity in Education in defining and executing strategic plans with an eye toward organizational performance. 
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As the Chair of the Episcopal Church’s National Executive Council Committee Anti-Racism & Reconciliation, Mr. McKim was the principal writer of the church's guidelines on anti-racism and reconciliation. As President of the Manchester Branch of the NAACP, he works regularly with governments and businesses to eliminate discrimination.  He is a frequent conference presenter, a guest on radio and television shows, serves as Chair of the Finance Committee of the NH PBS Board of Directors, serves on the board of Global Citizen Circle, and delights in being the vocalist for the jazz band The Episcocats.

Please note: Each week, we invite members of the greater Global Citizens Circle community to contribute to GCC Voices. The views and opinions expressed in each blog post are solely those of the author and do not necessarily reflect the official policy or position of Global Citizens Circle.

GCC helps sustain the momentum for DEI initiatives amidst growing opposition and helps create a world where we all cannot only survive but thrive. I am proud to join GCC at this critical time in our world. Won’t you join us?
                                                                                                     - James McKim