A psychological examination of six “bugs” in DEI discourse and a way forward focusing on maximizing human thriving and potential

Purpose To reflect on various elements within the DEI discourse in workplace discussions and trainings with a view to identifying elements that could produce unintended negative side effects. To use this reflection to suggest an evolved framework focusing on maximizing human thriving and potential. Design/methodology/approach Psychological analysis of several elements within DEI training and discourse that could produce negative consequences and reduce the likelihood of positive outcomes. Based on this and with reference to DEI related polling in the United States, a novel framework centred on maximizing human thriving and potential is sketched, which itself takes proactive steps to mitigate unintended negative consequences. Findings Extant knowledge from social psychology and allied disciplines gives good reason to conclude that various elements within common DEI discourses in organizations come with risks of producing unintended negative side effects that undermine the probability of success and may actually contribute to anti-DEI sentiment. Recommendations are made and mitigation strategies provided that overcome some of the shortcomings identified. A new framework centred on maximizing human thriving and potential is presented. Research limitations/implications This paper constitutes a psychological analysis of several communicative aspects of DEI trainings. This is not a sociological or cultural theory paper and focuses on what might be considered psychological traps associated with various elements of training and discussion. Practical implications Mitigation strategies informed by psychological principles are provided so that practitioners can use them to create more efficacious approaches. The suggestion is also made to frame this work as being in the pursuit of maximizing human thriving and potential. This more universal framing may help reduce polarization and zero sum thinking. Originality/value DEI training is common in workplaces, even in the face of opposition and “the war on DEI”. Given social polarization and the current socio-politcal climate this paper argues for a more careful approach. It presents novel psychological analysis of DEI discourse and suggests ways in which training and discourse could be improved going forward.