Positive minds, inclusive minds: PsyCap’s potential in overcoming resistance to DEI initiatives in organizations

Abstract

The discourse around Diversity, Equity, and Inclusion (DEI) in the workplace has gained significant traction over the past decade, yet the effectiveness of DEI initiatives in organizations remains modest at best, sparking a debate on why most diversity programs fail and what are the main challenges associated with them. DEI efforts, similar to any organizational change, often trigger resistance, especially from members of the majority group who face distinct psychological threats. This resistance fosters anti-diversity responses that can undermine DEI initiatives. This article proposes that Psychological Capital (PsyCap) can play a key role in facilitating DEI initiatives and diminishing resistance as it can (a) influence individuals’ cognitive appraisals of change initiatives, and (b) mitigate intergroup bias and prejudice towards individuals seen as “out-groups”, particularly those constituted by minority populations.