Pivot Point: Henderson Speaks Out about DEI Pushback and Reversity
Effenus Henderson is a global diversity and inclusion thought leader, serving as President and CEO of HenderWorks Consulting, and Co-director of the Institute for Sustainable Diversity and Inclusion. He coined the term “Reversity” in the 1990s to highlight the growing pushback to diversity, equity, and inclusion.
The concept was published in Chapter 22 of the book “Inclusive Leadership — Transforming Diverse Lives, Workplaces and Societies” (2021, edited by Bernardo Ferdman, Jeanine Prime, and Ronald Reggio) and entitled “The Practice of Inclusive Leadership in Disruptive and Polarizing Times.”
Reversity represents a movement that seeks to marginalize and undermine diversity, equity, and inclusion efforts. It is a response to the progress made by diversity, equity, and inclusion advocates in challenging systemic biases and advocating for greater representation and inclusivity across society. It is the active resistance or backlash against DEI efforts, often led by individuals or groups who feel threatened by the perceived loss of power or privilege. Reversity can take many forms, including denial of the existence of discrimination, opposition to affirmative action programs, resistance to diversity training or hiring practices, and even acts of violence or harassment.
Henderson has been a vocal advocate for DEI, helping advance the standards for addressing DEI strategies in organizations. He served as a convenor in the ISO working group that developed the first Global Standard for Diversity and Inclusion (ISO 30415:2021).
Henderson emphasizes that DEI is not only a compliance issue but an integral part of managing all aspects of organizational mission, vision, and values leading to higher levels of performance, innovation, and excellence. His concern is that those who are pushing back do not fully understand the strategic imperative for DEI. This lack of understanding could have negative consequences, especially as society becomes increasingly diverse and multicultural. He offered his perspectives and tools for creating a more inclusive workplace in his chapter entitled, “The Chief Diversity Officer’s View of the Diversity and Inclusion Journey at Weyerhaeuser,” published in the book Diversity at Work: The Practice of Inclusion (2014, edited by Bernardo Ferdman and Barbara Deane).
Henderson recommends several strategies for addressing the pushback, including focusing on the business case for DEI, developing effective communication strategies, and building alliances with other organizations and leaders who support DEI. By taking proactive steps, organizations can help ensure that they are creating inclusive cultures that support the success of all employees and stakeholders.
Reversity is often fueled by fear and misunderstanding. Some individuals may perceive DEI efforts as a zero-sum game, where gains for historically marginalized groups come at the expense of those who have traditionally held power. Others may simply be resistant to change, or may not fully understand the benefits of DEI in creating a more inclusive and equitable society. Additionally, some actors may purposefully stoke fear and resentment in order to maintain their own power and influence.
To effectively address reversity, it’s important to understand its root causes and address them head-on. One of the most powerful ways to combat reversity is through education and awareness-raising efforts. By providing accurate information about the benefits of DEI, dispelling myths and misconceptions, and highlighting the ways in which DEI benefits all members of society, organizations can help build understanding and support for DEI efforts. Communication is key in addressing reversity. Organizations should aim to communicate in a way that is inclusive, respectful, and engaging. This means using language that is accessible to all, emphasizing the shared values and benefits of DEI, and actively seeking input and feedback from diverse stakeholders.
Individuals and organizations can also take an active role in advocating for DEI and supporting marginalized groups. This may include speaking out against discrimination and injustice, promoting policies and practices that advance DEI, and actively seeking out and supporting diverse voices and perspectives. Addressing reversity requires a collective effort.
Overall, Reversity represents a significant challenge to the progress and momentum of diversity, equity, and inclusion efforts. However, with continued focus, commitment, and collaboration, it is possible to overcome this resistance and to continue to advance the important work of creating more inclusive and equitable societies for all. As Effenus Henderson says, “the work of DEI is not easy, nor is it ever really done, but it is necessary for the success and well-being of our organizations and our communities. We must continue to push forward, even in the face of resistance, and hold fast to our commitment to creating a better, more just world.”
