DEI in the era of the ‘Great Aggrievement’ - the challenge for leaders.

Taking a stand, with compassion

We are living in an era of heightened reactivity. People aren’t just disagreeing—they’re furious. They feel attacked, displaced, and increasingly divided into ideological camps.

Many of those resisting DEI don’t see themselves as villains. They see themselves as defenders of something they hold dear—whether it’s tradition, values, or even their sense of self. The speed of social change has left many feeling unmoored, uncertain about their place in the world. And when people feel that way, they tend to want to fight back.

This is the 'Great Aggrievement'—a moment in history where large groups of people, across different cultural and political spectrums, feel they are being displaced or erased.

🔹 Some see trans visibility and fear it’s an attack on traditional gender roles.

🔹 Some see racial justice movements and fear they are being blamed for historical injustices.

🔹 Some see corporate DEI initiatives and believe opportunities are being taken away from them.

It doesn’t matter that these fears aren’t based on universal truths. What matters is that they feel real. And fear, when left unchecked, turns into outrage, division, and inaction from those who should know better.

That’s why standing firm matters. Because while this backlash is real, it is not the end of progress. It’s a reaction to progress. And leaders who understand that will be the ones who shape what comes next.

Fear-based leadership vs. principle-driven leadership: The Middle Way

So how do leaders respond in a time when reasonable, pragmatic voices are being drowned out by noise, fear, and aggression?

The reality is, many leaders agree with DEI and inclusion, but they are afraid to say so. They now fear professional consequences, customer backlash, or being labelled as “too political.” And that fear leads to hesitation, silence, and in some cases, retreat.

But as I have said previously, silence is not neutral. The reasonable majority often believes that by stepping back, they are avoiding conflict. In reality, they are creating a vacuum—one that is quickly filled by those who thrive on outrage and division.

However, standing firm does not mean joining the fight. It does not mean engaging in ideological warfare or participating in the same cycle of outrage that has caused many to retreat in the first place. The middle way is to take a stand with compassion.

One of the reasons there is such a backlash against “wokeism” is that people have been made to feel so bad. They are confused. Yes, there is outright racism, sexism, and discrimination that must be confronted. But at the same time, social norms have shifted so quickly that many feel lost, fearful of getting it wrong, or unsure of where they fit.

Instead of meeting that confusion with blame, punishment, or cancellation—continuing the cycle of pain—leaders must find a way to bring people with them. As counter intuitive as it may seem to some, progress is not about making people feel ashamed of where they’ve been—it’s about showing them where we can go together.

If we want lasting change, it won’t come from moral superiority or ideological battles. It will come from clarity, conviction, and the willingness to engage with openness instead of condemnation.

✅ Stay anchored in your principles. The organisations and leaders who will be admired in 20 years aren’t the ones who backtracked under pressure—they are the ones who had the clarity to stand firm.

✅ Reframe DEI as an asset, not an ideology. Companies that prioritise inclusion are more innovative, more financially successful, and better positioned for the future. This isn’t just about ethics—it’s about staying competitive.

✅ Reject binary thinking. DEI has been framed as an all-or-nothing battle, when in reality, most people are in the middle. The best leaders make space for real conversations, not ideological warfare.

✅ Find strength in numbers. Leadership isn’t a solo act. The more leaders and organisations stand together, the harder it becomes for backlash to win.

✅ Recognise that backlash is proof of progress. If nothing had changed, there would be no reaction. The intensity of resistance tells us that change is happening—and that’s exactly why we must stay the course.

The Leadership Test of Our Time

History will look back on this moment as a test of leadership—not just for those in political office, but for those leading businesses, organisations, and communities.

❓ Will you be remembered as someone who stood firm, or someone who backed away from the commitments you'd made and what you believed to be right?

❓ Will you lead with clarity, conviction, and compassion—or retreat into silence?

❓ Will you take a stand without becoming part of the fight, creating space for real progress?

These are the decisions that will define the next chapter of leadership. The leaders who stay principled, engaged, and unwavering in their long-term vision will be the ones who shape the future.

Now is the time to hold our nerve, stay clear, and lead with conviction.