Others manifested under the political pressure of equality, in a climate of exposed racial injustice. Some were a retroactive, yet pragmatic, response to the coronavirus pandemic. Events of 2020 provoked a surge of organisational commitments toward purposeful, impactful change. As such, they are not routinely approached in the same systematic and structured way as other forms of organisational change. Validating resistance can legitimise the emotions of the resister, which can moderate their resistive efforts.Įquality, diversity, and inclusion initiatives are not always given the attention they deserve, nor the gravitas they require. Odessa Hamilton overviews the change literature and writes that problematising all sources of resistance is a fundamental flaw in organisational change efforts. Equality, diversity, and inclusion initiatives require strategic management and calculated repositioning like any other major organisational change effort. Change can bring uncertainty, fear, and psychological distress among employees, leading to resistance that risks undermining change efforts.