Most companies invest heavily in diversity programs, yet little actually changes. They bring in consultants, run workshops, and launch initiatives, only to wonder why results never stick. The issue is not the effort itself, but the mindset behind it. J Israel Greene, after more than a decade working with Fortune 500 companies, discovered this truth the hard way. Today, he helps organizations build diversity strategies that last.
Spotting the Quiet Sabotage
Greene calls out a challenge few name openly: the quiet sabotage. “Imagine if every DEI training, every courageous conversation, was quietly undermined by subtle resistance,” he explains. “Not loud pushback, but silence, disengagement, or surface-level agreement.” Most leaders have seen it. Employees nod along in meetings, complete the surveys, and then return to old habits. This is more damaging than open opposition because it is harder to detect. Greene is clear about what it means. “When this happens, it’s not a sign of bad people. It’s a sign your strategy isn’t built to hold.” Companies spend millions treating the symptoms while ignoring the cause.
Start With Curiosity, Not Criticism
Greene’s biggest lesson came from watching well-intentioned diversity programs miss the mark. Too often, they start by making people feel judged. “When people feel blamed or boxed in, they disengage,” he says. Nobody leans in when they feel attacked. At Mosaic Works, Greene takes a different approach. “We start with emotional intelligence, self-awareness, and reflection. It’s not about calling people out. It’s about calling people in,” he explains. This shift from criticism to curiosity changes everything. When people feel invited rather than shamed, they are far more willing to engage, listen, and grow.
Build Muscle, Not Moments
Workshops and one-off trainings rarely move the needle because culture cannot be built in a single event. Greene has seen companies repeat this mistake countless times. “Culture is built in the everyday. It shows up in how we lead, how we listen, and how we make decisions,” he says. This insight led to what Greene calls the “culture catalyst framework.” Instead of treating DEI as a separate initiative, it integrates inclusive practices into leadership development, performance reviews, and daily interactions. “Change happens in small moments, not staged events,” he emphasizes. The goal is to make inclusion feel normal, not exceptional.
Align Culture to Business Impact
Another reason diversity programs fail is that they are often positioned only as the “right thing to do.” While true, that argument alone does not hold when budgets tighten. “Cultural work gets dismissed as a nice-to-have unless it’s tied to what drives business forward,” Greene notes. His solution is to connect culture directly to performance. “Inclusion isn’t just about being good. It’s about being effective,” he says. By linking diversity efforts to outcomes like engagement, retention, innovation, and brand reputation, leaders begin to see inclusion as a business advantage, not just a moral obligation.
Building Backlash-Resistant Cultures
The best organizations do not just survive diversity challenges, they become stronger because of them. Greene calls this creating “backlash-resistant cultures.” These companies do not crumble under pressure because their foundations are solid. “The strongest cultures aren’t the ones with the flashiest value statements. They’re the ones where people know how to show up when it’s hard,” he explains. This resilience requires planning, strategy, and courage. “It takes more than surface solutions. It takes building systems and habits that withstand resistance and keep people connected,” Greene says. The companies that get this right do more than talk about inclusion. They practice it consistently, especially when nobody is watching. “We help leaders build cultures that don’t crack under pressure, but grow stronger because of it,” Greene concludes. “Cultures that connect people, drive impact, and create meaningful change from the inside out.”
Connect with J Israel Greene on LinkedIn to explore culture strategies that last.
