In recent years, the debate on Diversity, Equity, and Inclusion (DEI) in the corporate environment has gained prominence. Organizations around the world have invested billions of dollars in programs to promote an environment of greater diversity in companies. However, the results have not been as expected, with an increasing number of cases of discrimination reported. Many wonder why DEI initiatives still fail.

With this in mind, FGV EAESP researcher Joana Story published an article in the journal Organizational Dynamics with researchers Tatiana Iwai and Gustavo Tavares that explores the reasons for these failures, including resistance to DEI programs. Thus, the article proposes the concept of Psychological Capital (PsyCap) as a crucial factor for the success of diversity initiatives.

The article made a brief analysis of the literature on change management, DEI, and Psychological Capital. The researchers explored the connection between resistance to organizational change and the components of PsyCap. In addition, the authors evaluated how the factors hope, self-efficacy, resilience, and optimism can help overcome the psychological resistance of employees from privileged groups to DEI practices.

One of the main obstacles to the success of DEI initiatives is resistance from employees from historically privileged groups. They may perceive these changes as threats to their values and perception of equality. This can generate an "us versus them" mentality, creating an environment of distrust and insecurity. Psychological Capital emerges as a potential solution to this dilemma, as it can influence individuals' cognitive assessments of DEI initiatives, promoting a more positive and collaborative approach.

PsyCap integrates hope, self-efficacy, resilience and optimism and has the potential to transform employees' perceptions of diversity initiatives. It can help reduce intergroup bias and foster a more inclusive view in which differences can be seen as opportunities rather than threats. Additionally, PsyCap interventions, such as training programs focused on personal and emotional development, can create an organizational environment that is more receptive to diversity. However, PsyCap needs to be complemented with structural policies that address deep inequalities to ensure the success of DEI initiatives.

Read the full article.