The Dinosaurs Reign: How To Be Prepared for Pushback From Long-Standing Members When It Comes To Diversity, Equity, and Inclusion
Sometimes with significant change comes a mass exit…
Within any group, there is always one member that has been there the longest–let’s call The Dinosaur. Awards are often presented to them at annual banquets and presentations about their commitment to the organization and how the organization would not be where they are without them. But then, new leadership comes with new ideas, such as Diversity, Equity, and Inclusion. All of a sudden, The Dinosaur’s world is changing. The protocol is different; the meetings are changing, and suddenly, the people around the room are unsatisfied with the mixture of people at the table.
“We have gathered a group of people who have built this organization into something great! Why should we change something that has worked so well during my time in the group?”
If you are reading this, there is no need to tell you about the importance of Diversity, Equity, and Inclusion in an organization. The purpose of this post is to warn you of the potential mass exit of long-term members when you begin to implement this change.
Stay firm in your organization’s Vision and DEI Statement.
One of the reasons it is essential for an organization to have a Diversity, Equity, and Inclusion statement is not to check the “politically correct” box but to have a firm ground to stand on when members question this move –which it always is. If you don’t have a Diversity, Equity, and Inclusion Statement, click here to learn how to begin! By relating to your organization’s core values and how it relates to DEI, you connect the two and relay the importance to your Dinosaurs and your organization as a whole.
Do not entertain disrespect, anger, threats, or manipulation.
Unfortunately, these actions can happen when individuals feel pushed aside or made irrelevant. I have heard phrases such as:
“Well, it looks like I am no longer needed at this organization!”
“If this is how it will be, I just have to take my time and donations elsewhere!
Finally, my favorite one…
“The organization is doing just fine. We don’t need to put someone on the board just because they are a minority.”
Yikes. This one can be tough. The best thing you can do? Prepare, prepare, prepare. Take some time and think about your organization and its members and what common questions might be. Why are we doing this? What is your reasoning? Write a list of everything you can think of and prepare answers. There is no shame in having notes to help you with this discussion. As for the manipulation–do not entertain it. Much like a toddler saying they hate you–The Dinosaur will do the same. It is a lash-out tactic that can not be engaged and tolerated. A standard answer I give to this manipulation:
“That is very unfortunate. But this is the organization’s direction to help propel our Vision Statement and Diversity, Equity, and Inclusion statement. We would love for you to be part of this organizational journey, but we understand if you feel that it is no longer the right fit.”
The ball is in their court. Either play by the rules or leave the gym.
Do not look back and trust the process.
Now do not read this as The Dinosaur is a lost cause, and it is best to kick them out the door. That is not what I am saying. I have had more experiences with reformed Dinosaurs than those I have had to let go extinct tragically. The critical thing to remember is that diversity, equity, and inclusion are not only a process for the organization but for every individual member as well. People will process and implement at different levels and paces. While some individuals might be able to jump on in, others will wait by the sidelines until they are ready to get into the game. The vital step is to stand firm and concentrate on your organization’s future.
If you want additional guidance, contact me to schedule a one-on-one consultation on the next steps for your organization’s diversity, equity, and inclusion journey.
