Deflect, Deny, Defend? How to Tackle Resistance in Harassment Discussions
Feb 25, 2025
Addressing Workplace Sexual Harassment Through Inclusive Conversations
When it comes to tackling workplace sexual harassment and racism at workplace, open conversations are a crucial step toward meaningful progress. However, these discussions can often trigger defensive responses, what we call the “5 D’s of Resistance.”
We first identified these patterns while delivering anti racism training and unconscious bias training as part of our CPD-accredited courses in equity diversity inclusion. These responses are common when individuals feel fearful, anxious, or challenged during conversations about diversity and inclusion at work.
By introducing the 5 D’s early in DEI training, organisations can reduce defensiveness, support inclusion in the workplace, and create a more inclusive workplace culture. Recognising these reactions helps people stay engaged, rather than shutting down or becoming hostile.
The 5 D’s of Resistance
Understanding these behaviours is essential for improving workplace inclusion diversity and addressing issues like microaggressions and unconscious bias.
Deflecting
Shifting focus with comments like, “What about men? They face sexual harassment too,” diverts attention from systemic issues, including racism definition discussions and inequality.
Defending
Statements such as, “I can’t be sexist, I’m a woman!” often aim to protect personal identity rather than engage with conversations about diversity and inclusion.
Discrediting
Labelling concerns as overreactions, for example, “They’re just too emotional,” undermines lived experiences and discourages reporting of microaggressions.
Denying
Responses like, “That doesn’t happen here,” dismiss the reality of discrimination, including racism at workplace, and block progress toward an inclusive workplace.
Downplaying
Comments such as, “It’s just a joke,” minimise harmful behaviour and prevent organisations from building true inclusion in the workplace.
Why These Responses Matter in DEI Work
These reactions are human. They often stem from discomfort, fear of blame, or a lack of awareness about unconscious bias.
In diversity and inclusion at work, recognising these patterns allows leaders to respond constructively. Instead of reinforcing defensiveness, organisations can promote inclusive leadership, self-awareness, and accountability.
This is particularly important when addressing sensitive topics such as racism definition, discrimination, and harassment through DEI training and anti racism training.
How to Overcome the 5 D’s and Build an Inclusive Workplace
To strengthen workplace inclusion diversity, organisations can take the following steps:
- Lead with empathy
Approach conversations with understanding. Defensiveness is often a response to discomfort, not resistance to change. - Encourage self-reflection
Invite employees to explore why they feel defensive. This supports awareness of unconscious bias and improves engagement. - Set the tone for open dialogue
Create a culture where discussions about harassment, microaggressions, and diversity and inclusion are safe, respectful, and solution-focused. - Embed cultural humility
Practising cultural humility encourages continuous learning and reflection, which is essential for effective inclusive leadership. - Provide education and CPD-accredited courses
Equip teams with practical tools through unconscious bias training, DEI training, and other CPD-accredited courses focused on equity diversity inclusion. See our online courses here.
Creating Lasting Change Through Inclusion
We engage in conversations about discrimination, harassment, and diversity and inclusion at work every day with organisations across sectors.
Using frameworks like the 5 D’s helps reduce resistance, address microaggressions, and build a genuinely inclusive workplace. It also supports organisations in tackling issues such as racism at workplace with confidence and clarity.
As part of your commitment to workplace inclusion diversity, we encourage you to share this resource with your teams and embed it into your wider DEI training strategy.
Bye for now
Rebbecca Hemmings
Director
www.strawberrywords.co.uk
PS: The Law Has Changed – Is Your Organisation Compliant?
Join our upcoming session to ensure your policies align with the latest Sexual Harassment legislation. This session complements our CPD-accredited courses in diversity and inclusion, inclusive leadership, and anti racism training.

Talking about racism can seem difficult and uncomfortable. This CPD accredited course provides a foundational education on racism to help to increase racial literacy which includes building confidence to speak about and deal with issues concerning race. It provides a language through which meaningful conversation can take place (particularly in the workplace).
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