Some investigations show that only 20.7 percent of Italian businesses have adopted at least one non-legally mandatory measure with the aim of managing and promoting diversity among workers. This is a sign that the issue of "diversity and inclusion" still has difficulty entering the agendas of personnel directors and managing directors.#Faced with the possibility that a stigmatized group can threaten the social order, various forms of resistance to change can be generated, understood as a series of practices, attitudes, and behaviors that, at the organizational and individual level, impede the introduction of inclusion policies in organizations.#In the long term, all forms of resistance weigh on both the individual and the company. The effect is psychophysical for the former, while for the latter it translates into greater costs invested to manage those conflicts, of a temporal, psychological, and organizational nature.