Break the Cycle of Diversity Fatigue: Learn These 6 Effective Strategies
Deanna Singh
Leadership and Inclusion Expert Speaker & Consultant, Chief Change Agent of Five Purpose Driven Enterprises, Author of Actions Speak Louder 📚
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We’ve spent the last several months discussing the very real issue of diversity fatigue, the exhaustion, isolation, frustration and even skepticism felt when creating a diverse, inclusive and equitable workplace.
As we all know, DEI isn’t a quick fix. Committing to inclusive workplace initiatives requires continuous commitment, resources, and evaluation, which can be exhausting over the long haul. But there are ways to ease the discomfort.
While we’ve addressed specific pain points prior to this article, take a look at these different approaches and consider what may help you or your organization beat diversity fatigue. Let’s dig in – and keep moving forward toward a more equitable and inclusive workplace!
1. Get to the Root of the Exhaustion
We can solve a challenge only after identifying where it’s coming from. Ask your DEI team:
Are you (or others involved in DEI work) experiencing a lack of support from the C-Suite?
Are you short on time or resources?
As a company, are we struggling to communicate the importance of DEI to our employees and partners?
Make sure you know the answers to these questions before you change your approach or allocate additional resources.
2. Create an Action Plan
After you’ve identified the true source of your team’s exhaustion, it’s time to develop a plan. This should include setting specific goals, defining strategies, and allocating resources accordingly. Make sure to develop both long- and short-term goals and strategies to help you efficiently move through every phase of the process. A well-defined plan will not only guide your efforts but will ensure your entire DEI team (and organization) is on the same page about how to move forward.
3. Celebrate the Wins
While it’s important to strategize for big-picture, systemic changes, it can be tough to see the progress you’re making every day. This can cause your people – even your most dedicated DEI champions – to become impatient or skeptical (which will only make diversity fatigue worse!).
To drum up enthusiasm around your DEI efforts, establish several short-term, achievable goals. Then take the time to acknowledge your efforts when you’ve achieved those goals. By focusing on smaller milestones and celebrations, your DEI team will stay motivated and maintain a sense of accomplishment.
4. Capture the C-Suite
Lack of C-suite support is one of the main culprits behind diversity fatigue. So it makes sense that getting the attention and support of C-level executives in your organization is critical to preventing and addressing it. After all, the C-Suite has the power and influence to allocate resources, drive meaningful change, and set the tone for the entire organization. By gaining their support, you can ensure the most impactful DEI efforts are prioritized, and your team will receive the necessary backing and resources to succeed.
Make an effort to regularly check in with the company’s leadership to keep them apprised of progress, the current DEI strategy, and anticipated actions. Don’t forget to encourage them to publicly discuss and acknowledge your team’s efforts – a little recognition from the top brass can go a long way!
5. Take the Pulse of Your Progress
In today’s world, data is king. So it’s more important than ever to set clear metrics and regularly track and analyze data around your DEI initiatives. From the number of communications and initiatives presented to the economic impact of these efforts, data will show where you're making meaningful strides toward your goals. It will also highlight where to refocus your efforts if needed. Over time, this will not only help you identify areas for improvement but will allow you to demonstrate the impact of your efforts to key stakeholders
6. Share the Love
To be effective, company inclusivity efforts can’t rest solely on the shoulders of a few individuals or departments. Foster cross-department collaboration throughout the business to inspire engagement from all members of your organization. Create opportunities for employees to contribute their ideas, perspectives, and experiences to shape future DEI initiatives. Encourage participation in Employee Resource Groups and provide opportunities for open dialogue and feedback. When employees feel empowered to participate in meaningful ways, it creates a sense of “we’re in this together” that will be invaluable to your entire DEI program!
Diversity Fatigue Doesn’t Have to Be Inevitable
With these tips, organizations can plan and achieve strategic, thoughtful, and sustainable steps that combat diversity fatigue and make meaningful strides in their DEI efforts. Just remember this is an ongoing process that requires constant evaluation and adjustment. Diversity, equity, and inclusion practices are not a trend, so it’s important to stay energized and receive the necessary support for this critical work.
Check out these additional resources to improve your inclusive practices – and help combat diversity fatigue – in your organization:
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Critical Care Registered Nurse at Hospital
12moIt would seem some companies still haven’t learned from the fallout of pushing DEI and ESG. Pushing politics into companies like Target and BudLight haven’t gone well. Harvard and other Poisen Ivy Institutions are learning a painful lesson about choosing who are the bigger victims when it comes to identity politics.
CEO Specialty Chemical Group OPTIMIZE Water Reuse and Fluid Process Recovery Systems ---Turnkey Complete Training for Operations Optimization---Process Chemicals MATCH Process Equipment SYSTEMS
12moIt appears the challenge of integrating a political agenda into a business structure is anticipating a template already established in Academia. There are few innocent observers in this curious integration process. The fallout from the PENN, MIT and Harvard Congressional hearings have provided a more transparent understanding of the status in both Academia and Corporate structures. Separating an obvious political agenda from greater human considerations without the threat of political indoctrination with Machiavellian tactics will introduce unexpected compromise from numerous perspectives. The assumptions of naivety from existing business practices colliding with expectations of DEI Political Disciples will be an education ultimately defining what Performance is, as a unified understanding of stewardship. Post Graduate education will ultimately be a stronger, albeit bruised, beneficiary that swings both ways before it's all over.
Warehouse Associate
12moGood.