Thank you Joy Warmington for highlighting these critical challenges in EDI work. The disconnect between organisational ambitions and action is all too familiar, as is the emotional toll and isolation faced by EDI professionals. Initiatives like Equity Unpacked are so valuable, offering community, support, and tools to help professionals stay strategic and aligned with their values. Empowering EDI professionals is a vital step forward but it’s also worth emphasising that leadership accountability must remain central to any equity strategy. Without a top-down commitment to structural change, EDI roles risk becoming tokenistic rather than transformative. Let’s continue pushing for spaces where DEIB professionals are equipped and empowered to challenge the system while staying aligned with their values. Looking forward to seeing the impact of ‘Equity Unpacked’! #DEI #Leadership #Belonging #PeopleFirst #InclusionMatters #DiversityAndInclusion #Equality #HR #WorkplaceInclusion #SoteriaSolutions #WorkplaceInnovation #PeopleFocused #Diversity #Equity #Inclusion #Belonging
I recently spoke with one of brap’s partners about the challenges she faces in her EDI (equity, diversity, and inclusion) role. The biggest issue she faces, she said, is the gap between what leaders in her organisation say their equality ambitions are, and what they are actually willing to do. She explained that leaders often emphasize the importance of equity for staff wellbeing and customer satisfaction. But responsibility for achieving equality is usually handed off to junior staff, often from racialized backgrounds, working in specialized EDI roles. These individuals, like her, frequently encounter organizational priorities that don’t align with equity goals. Isolated in niche roles, they lack the authority to compel change. This got me thinking about other challenges those in EDI roles face. After all, it can be a thankless task. Here are three other common issues I can think of. Let me know if you can think of anymore. - What’s Permitted Isn’t Always Progressive - Organisations often limit EDI professionals to a narrow set of activities like mentoring programmes, revamped recruitment policies, and legal training. Safe. Well-known. And low impact. They rarely address systemic issues, leaving EDI professionals disillusioned as they are held accountable for incremental progress which bears little resemblance to what really needs to be done - Holding Passion and Hope - Maintaining motivation in EDI roles is challenging when progress feels slow or invisible. These roles often require not only driving change but also inspiring others. The emotional toll of advocating for equity in resistant environments can lead to burnout and isolation. - Playing the Game - As EDI professionals gain experience, they become more adept at navigating organizational systems. However, understanding how to ‘play the game’ might mean compromising or prioritizing organizational goals over personal beliefs about what equity should look like. This raises an uncomfortable question: Have you become part of the system you once sought to change? If any of this sounds familiar, you may want to consider our new development package, Equity Unpacked. Equity Unpacked gives you the opportunity to be in community with others in these types of role. It recognises that your isolation isn’t always conducive to maintaining hopefulness and courage. It recognises that many in EDI roles haven’t always had the technical support they need to navigate their roles and that learning on the job can be painful. It offers opportunities to work on your skills and talents so you understand how to wield your greatest asset – you ! And although we can’t promise miraculous change, we can promise that you will be more strategic, better aligned to your own beliefs, and better able to see the wood from the trees. More info: https://lnkd.in/evJTKtcD
