Insights
Apr 30, 2025
‘Isn’t DEI Just Politics?’ – How to Shut Down That Nonsense (Gracefully, of Course)
We've all been there—you’re in a meeting, introducing a new DEI initiative, when someone casually says something like, “Ah now, we don't need to be getting political in the office.” It’s one of those slightly awkward moments where you might pause, take a deep breath and think, “Right, how do I respond to this one?”?
Because let’s be real: DEI can sometimes feel like tricky terrain, especially here in Ireland; and we often want to avoid making things awkward. But the truth is, DEI is simply about being practical. It's about creating workplaces where everyone can genuinely thrive.
First Off, Why Do People Think DEI Is “Political”?
Good question. DEI discussions can feel charged because they touch on identity, fairness and privilege—topics people often associate with sensitive political debates. If someone’s never experienced exclusion or bias personally, they might genuinely wonder what all the fuss is about.
Knowing this helps you approach the conversation with empathy instead of frustration. Everyone’s coming from their own perspective, after all.
Scenario Time: How to Handle the “Isn’t DEI Political?” Moment
Imagine this: You’re introducing a new DEI training to your team. Your colleague, Niamh, sighs and asks, “Isn’t this just politics?”
Here’s your simple 4-step guide to navigating this scenario gracefully:
Step 1: Take a Minute and Ask Questions
Pause and calmly ask for clarity. No judgement, just genuine curiosity:
“Fair point, Niamh. Can you tell me a bit more about what you mean by ‘politics’? It’ll help me understand your perspective better.”
This does two things:
- Reduces defensiveness (because you’re not immediately pushing back).
- Gives Niamh room to explain their thinking.
Step 2: Empathy Is Your Friend
Once Niamh shares their thoughts, respond warmly and acknowledge their feelings without dismissing them:
“I totally get why it might seem that way. These topics can feel tricky or uncomfortable, especially if we’re unsure about them.”
Showing empathy keeps things open, not awkward.
Step 3: Bring It Back to Practicality
Now, gently guide the chat back to DEI’s real-world benefits. Let’s get practical—talk about inclusion, not just politics:
- Better teamwork: Diverse teams don’t just look good—they genuinely perform better. Research highlighted in the Harvard Business Review suggests that diverse teams are more innovative and often make better decisions than homogeneous (or less varied) ones, as they tend to examine and process information more thoroughly.
- Real workplace wellbeing: DEI initiatives improve employee engagement, morale and retention. Everyone benefits when people feel included and respected.
You could phrase it like this:
“The truth is, Niamh, DEI isn’t about politics—it’s about making sure everyone feels they belong. And when people feel good about where they work, they're naturally more motivated, more collaborative and produce their best work.”
Step 4: Ground It in Real Examples
Bring it home with a relatable example:
“Remember last year when team motivation dipped, and several colleagues mentioned feeling overlooked or disconnected? That’s exactly what DEI training addresses. When people feel included and supported, they’re happier, work better together and become more innovative. Ultimately, it’s about making our team stronger and more productive overall.”
Quick Tips: What to Do in the Moment
- Keep calm and listen first: Resist jumping straight into defence mode.
- Stay practical and relatable: Avoid abstract debates—focus on real-life examples your team can relate to.
- Make it personal (but not awkward): Invite your colleague to consider times they might’ve felt excluded—then explain how DEI helps address precisely that feeling.
- Point to easy resources: Quick, accessible resources (think TED Talks or short articles) can help clarify why DEI matters without the heavy lifting.
What if They Still Disagree?
Look, not every chat will end with immediate agreement, and that’s okay. Remember, DEI is about progress, not perfection. You can always leave the door open with something like:
“I really appreciate your honesty, Niamh. Even if we don’t fully agree right now, I’m glad we had this conversation—let’s keep chatting about this as we go.”
Bottom Line: DEI Isn’t All Politics—It’s Just Good Sense
Sure, these conversations might feel uncomfortable at first. But creating genuinely inclusive workplaces means having these moments honestly and openly. By approaching them with empathy, staying practical and keeping things conversational (the GORM way!), you’ll soon see mindsets shifting.
Because at the end of the day, DEI is just good sense. It’s about people feeling happy, included and fully themselves at work. And that’s something we can all agree is worth chatting about.
Ready to embed cultural diversity and intercultural competence into your organisation’s DNA? Join the waitlist now for GORM’s upcoming Unified Business Programme—a structured journey towards lasting inclusion and stronger teams ✨
Aniruddha Methi (she/they) is an Erasmus Mundus scholar and trainee Social-Cultural Psychologist. She is committed to advancing systemic equity, inclusion, belonging and social justice for oppressed communities, actively incorporating an intersectional lens. Aniruddha brings over 2 years of dynamic experience across India, Canada, Ireland, and Portugal in results-driven project management, onsite and remote coordination of multicultural teams, and administration for national NGOs and psychology laboratories. Fluent in English and Hindi, she is robustly equipped to engage with diverse stakeholders and cultivate impactful DEI and intercultural competence initiatives in organisations.
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