Often in our work, we encounter resistance due to the belief that DEI activities only benefit selected groups. In the case of HR processes - such as recruitment, promotion, or feedback processes - striving to make them fair, inclusive, or transparent is sometimes perceived as an activity that is meant to give an advantage to certain people (e.g., women). So how do we design activities that are fair and effective, while not creating solutions that may be perceived as favoring selected people? How do you mitigate the risk of potential inequalities in your organization? Our answer is Universal Design (UD).