Purpose <p>Research has shown the positive impacts of diversity, equity, and inclusion (DEI) programmes for individuals and organisations. However, there is growing resistance to DEI in the workplace. We conduct a scoping review at the intersection of the three DEI dimensions guided by three research questions: If a multi-level lens is applied, at which level (macro, meso, or micro) is there currently evidence for a backlash against DEI? Is there evidence for a research-practice gap in this literature, and to what extent are the proposed DEI models concerning the workplace empirically tested? What evidence exists for the interplay between (i) backlash as Intentional resistance or rejection and (ii) backfire as unintended negative consequences of DEI initiatives? Overall, the meso focus dominates existing articles, but more mixed-level future research may be beneficial. Furthermore, the results suggest that while there is a tendency to bridge theory and practice, a non-negligible share of the relevant contributions has a theory-oriented focus or does not aim to complement itself with practice-related empirical applications. This fact underscores the need for more empirical studies to validate DEI initiative models in practical workplace contexts. Finally, the reviewed contributions suggest that organisations wishing to minimise any negative effects of their DEI initiatives must undertake considerable, genuine, and thoughtful work.</p>