Dr Giriraj Kiradoo Associate Professor

Challenge 3: Resistance to Change
 
Another significant challenge to promoting DEI in the workplace is resistance to change. Some 
employees may resist new policies or practices aimed at promoting DEI, which can create 
tension and conflict in the workplace.
To address resistance to change, organisations must communicate the importance of DEI and the 
benefits it can bring to the workplace. Additionally, organisations can involve employees in 
developing and implementing DEI initiatives, which can increase buy
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in and support for these 
efforts.

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ISBN: 978-93-91248-39-0 148 
Advance Research in Social Science and Management
Challenge 4: Lack of Accountability
 
Another challenge to promoting DEI in the workplace is the lack of accountability for DEI 
initiatives. Some organisations may implement DEI initiatives but fail to hold individuals 
accountable for their success or failure.
Organisations should establish clear goals and metrics for DEI initiatives to address this 
challenge and hold individuals accountable for achieving these goals. Additionally, organisations 
can establish DEI committees or task forces to oversee the development and implementation of 
DEI initiatives and ensure accountability for their success.
Challenge 5: Tokenism
 
Finally, tokenism is a challenge to promoting DEI in the workplace. Tokenism refers to hiring or 
promoting individuals from underrepresented groups solely to create the appearance of diversity.
To address tokenism, organisations must prioritise hiring and promoting individuals based on 
their qualifications and abilities rather than their race, gender, or other characteristics. 
Additionally, organisations can establish diversity metrics that measure the diversity of the 
workforce at all levels rather than just at the entry
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level.
Encouraging diversity, equity, and inclusion in the workplace is essential for creating a more just 
and equitable society. While development has been made in this area, there are still significant 
challenges to overcome. Organisations must prioritise diversity at all levels, address unconscious 
bias, communicate the importance of DEI, establish clear goals and metrics, and avoid tokenism 
to achieve true DEI in the workplace. By addressing these challenges, organisations can generate 
a more inclusive and equitable workplace for the entire employees (Thomas, 2019).