Overcoming The Fatigue Of Diversity, Equity And Inclusion

Ideas for action to foster sustainable DEI efforts

“We are in unprecedented times.” This phrase has been used over and over to describe what we have collectively gone through with the impacts that the coronavirus has had on our personal and professional lives. Leaders of organizations everywhere are reeling from the past 2 years of transitioning to remote and hybrid work, disruption to their supply chain, production and distribution, gains and losses in the business, and the consequences of the Great Resignation. Additionally, we have seen how global racial reckoning has swept across the nation and around the world, with a greater call for justice and equity for all historically excluded and underrepresented groups. The only thing truly certain for leaders is the uncertainty itself.

Unfortunately, as the world is opening up and organizations are still navigating a path forward through recovery and transition, the workaround diversity, equity, and inclusion (DEI) also have no clear end in sight.  How can HR leaders keep up the energy and interest in these efforts, when the issues are never-ending?  
 

Many organizational DEI efforts began after the tragic murder of George Floyd, and although some started before, they benefited from awareness at a regional and global level. Now, over 2 years later, organizations are struggling to keep up the positive momentum around social impact, equity, and belonging, in addition to running their business. Just as individuals are experiencing fatigue from constant transitions at work, organizations may be stalling in DEI efforts when they really need to grow them. Is this something you or your organization is experiencing? If so, you are not alone.

The coming months are pivotal in solidifying efforts toward long-term and sustainable diversity, equity, and inclusion initiatives. People are tired, and the current events have been relentless in showcasing how tragic incidents and political battles are an affront to social and racial equity. This all is overwhelming and affects employee morale. What can HR leaders do?

For leaders, here are a number of ideas for you on how to overcome the feeling of DEI fatigue and ways to keep these important efforts at the forefront of your organization.
 
Put some actions to a timeline. Share commitments to DEI and associated actions with a clear idea of milestones and dates. This practice will help with your own company’s strategic planning, while also providing direction to others. This helps keep expectations feasible, and initiatives on track. This can allay any concern ranging from “not enough work is being done” to “this takes too much effort”. In my consulting work, I usually recommend that organizations create a visual roadmap that demonstrates projected DEI actions and activities for the year.

Recognize progress. Note efforts made, successes, and areas of opportunity to grow. It is important to acknowledge accomplishments, while at the same time appreciating that DEI is an ongoing work in progress. Think about how to utilize employee recognition and performance programs to offer appreciation and reward to those whose involvement has created an impact. I have witnessed company-wide recognition events that are extremely effective in honoring employees who have been outstanding contributors to DEI efforts.

Do not overburden identities that are already marginalized. Support employee initiatives like employee resource groups (ERGs), but don’t burden those of underrepresented identities to be the ones to solely be leading the work. Listen and observe, and receive input on plans you already have in place. ERGs at organizations are an extremely effective way to support communities of belonging for individuals of particularly underrepresented groups. In my advising work to ERGs at organizations, HR and company leaders must navigate the delicate balance between tapping ERGs for insights vs. putting the responsibility and labor on ERG members and leaders to carry out the plan.   

Stay in touch. Keep communication lines open, with all levels of the organization. Choose appropriate channels for messaging and be sure to review the language used in your correspondence, for appropriate voice and vocabulary. Company-wide emails or all-staff meetings that recap DEI efforts and invite participation are a great way to increase engagement. I advise organizations to consider the audience as well as the tone that is being set by the company-wide messages. Is a somber mood more appropriate than a joyous one? In many instances - especially in these current times - it may be less appropriate to “celebrate” DEI activities and instead reignite trust through demonstrating accountability, responsibility, and action towards objectives for the organization.

Be responsive, not reactive. As tragic incidents come up in the news, use each opportunity as the impetus to put into place long-term policies and processes, versus short-term reactive measures. These events can be catalysts for actions that may have been on the minds of various levels of leadership but needed the right entry point to become a reality for the company. I have frequently facilitated conversations with organizational boards of directors who have been considering how to initiate DEI efforts, and may have been hesitant in the past, but are now ready to. This gives senior executives and HR leaders the opportunity to implement ideas that have been formulating for some time.

There is not a one-size-fits-all approach to diversity, equity, and inclusion - but these recommended actions will help foster a sustainable approach to the effort. All of these initiatives impact the workplace environment and are key factors in creating an organizational culture that is responsive to its employees. This is crucial for cultivating a sense of belonging that can in turn impact employee retention and enhance morale.

What do you think of these suggested strategies? Whatever approach you take at your own organizations, know that you are not alone in facing the challenges of DEI fatigue and potential burnout. The opportunity is here for HR leaders and company leadership to create lasting changes within organizations that will also truly make a difference within broader society. 

Farzana Nayani (she/hers) is an author, recognized Diversity, Equity, and Inclusion specialist, and international keynote speaker. Farzana’s clients include Fortune 500 corporations, public agencies, higher education institutions, and non-profit organizations on DEI strategy, coaching, advising, training, and facilitation. She has been featured in media outlets such as the Wall Street Journal and Washington Post. Her new book, The Power of Employee Resource Groups: How People Create Authentic Change was released in June 2022 and has been a highly-anticipated resource for organizations.  Connect Farzana Nayani