Addressing DEI Burnout: Reassessing Ineffective Strategies

With top tech companies cutting back on DEI programs, and according to CNBC, some have laid off DEI staffers and leaders of diverse employee resource groups, downsized learning and development programs, and cut budgets for external DEI groups by as much as 90% in 2023, many DEI practitioners are feeling burnout, defeated, and hopeless as progress is slow. Not to mention that the average tenure for a Chief Diversity Officer (CDO) is now less than two years, about a third of other executives, and turnover is high. Are organizations setting CDOs up to fail? (https://businesschief.com/sustainability/chief-diversity-officer-why-tenure-is-low-turnover-is-high)

Moving forward into 2024, organizations must reassess their WHY. Why is DEI important to your organization? Is DEI embedded into the structural foundations of your organization, incorporated deeply into your vision and mission, or are you simply checking off the required boxes? It’s time to reassess your DEI initiatives.

According to a study by executive search and consulting firm Russell Reynolds, roughly 60% of diversity officers at S&P 500 companies left their positions between 2018 and 2021. So why are so many diversity officers leaving? Many DEI leaders are feeling overwhelmed, discouraged, and not empowered to make meaningful and actual progress. In addition, the top barriers to progress are not having enough time for dedicated DEI work (59%), followed by insufficient resources and funding (43%), inability to create a unified strategy (38%), lack of data (34%), and lack of leadership support (29%), according to McLean & Company's 2023 HR Trends Report.

DEI practitioners are in dire need of their organization's support, resources, and data analytic tools that will help them measure and track progress in real-time to create unified strategies that will assist them in building sustainable long-term DEI roadmaps. If you are seeing a lack of engagement, progress, and DEI fatigue, here are some tips to help you reassess and start pushing forward toward progress.

1) Reassess your WHY. Get back to the basics. Why is diversity, equity, and inclusion important to your organization? Do you understand the value of having a diverse and inclusive organization? Do you understand the potential trauma some of your employees might have experienced or currently experience by feeling isolated, lack of belonging, lack of representation, and support within your organization? Understand that DEI is not just about hiring a couple of diverse employees and creating a mission statement; it’s beyond that. It has to be the structural foundation of your organization's culture. DEI in an organization requires an "ALL HANDS ON DECK" strategy. Most importantly, leadership buy-in is of the utmost importance. If the leaders are disengaged, so will the employees, and this will continue to result in failed DEI strategies and burnout

2) Be Intentional! Don’t just check the box – this is no longer enough. You have got to start being mindful of the lack of representation in your organization. If you walk into rooms where decisions are made, look around the table. Do you have diverse representation? Call out the lack of representation. Ask WHY? Why are we lacking representation, and WHAT do we need to do to ensure representation? TAKE ACTION. “Hiring diverse talent isn’t enough—it’s the workplace experience that shapes whether people remain and thrive.” - McKinsey

3) Invest in REAL CHANGE! According to a Monster poll, 83% of Gen-Z respondents said they consider an employer's commitment to diversity and inclusion when deciding where to work. Research by PwC shows that 86% of women are seeking employers with diversity and inclusion strategies. Employee engagement in millennials is 83% more likely if they work at an inclusive company. (Deloitte) More and more data shows the need for organizations to integrate DEI into their core functions to ensure more impactful and meaningful engagement, in addition to attracting and retaining talent. There is nothing new about this data; the time for organizations to act and invest in creating inclusive workplaces is now. This includes building a robust, diverse supplier program, creating inclusive products and services, and engaging with the diverse populations in the communities they serve. If you decide a DEI practitioner is crucial for your organization, empower and support them to make actionable change. It is not on them alone to help integrate DEI into your organization. The DEI practitioner can be a facilitator, but it will take an "All Hands on Deck" approach for the successful implementation of DEI.

4) Human-centered Approach. Are you ready to truly embody DEI into your organization? It’s okay if you are not ready. Don’t do it just because you see others doing it. DEI should not be a superficial attempt to appear inclusive; it should genuinely embody inclusive practices. Taking a human-centered approach means trying to truly understand and identify the needs and frustrations of your employees and addressing potential barriers that limit the abilities of ALL your employees from being able to succeed within your organization. The human-centric approach also entails helping ALL employees feel welcomed and belong, creating a positive environment, and letting your employees know that they matter. Treating ALL employees with empathy, kindness, and respect should be a continuous focus within the organization. A human-centric approach to DEI also means being authentic and not performative, again avoiding faking it just to check off the box. There is sufficient research that shows that a DEI Human-centric approach leads to improved mental health and well-being in the workforce.

5)5) The Crucial Role of Data. Data is pivotal for the triumph of DEI programs and the mitigation of burnout. Leveraging data provides insights into representation gaps, employee experiences, and areas needing intervention. Real-time tracking of key performance indicators allows for adaptable strategies, averting burnout by addressing issues promptly. Data also aids in revealing the tangible benefits of DEI initiatives, pinpointing areas where ongoing support and resources are required. In essence, strategic data use optimizes DEI program efficiency and safeguards against burnout, ensuring enduring success.

Conclusion

DEI burnout is inevitable when there is a lack of support, resources, and genuine investment in building inclusive organizations. It’s not enough to hire a DEI practitioner; it’s not enough to post a DEI statement on your website; it’s not enough to hire a few diverse employees. All this is meaningless if your organization doesn’t grasp the “WHY.” Can you answer the following questions: Why is DEI important to your organization? Can everyone in your organization articulate the “WHY?” If your answer is no, it is time to reassess and strategize. Progress will not happen when organizations fail to integrate DEI into the core structural foundation of their entire organization. Leadership buy-in is going to be critical to push forward to ensure progress and the positive impact of DEI initiatives.

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