Diversilient: The Unsung Resilience of DEI Changemakers
Jenny Garrett OBE
???Founder dedicated to helping organisations elevate diverse talent & foster inclusivity. TEDx Speaker, Leadership Developer, Author & Executive Coach committed to advancing diversity, equity, inclusion, social mobility
The emotional toll of DEI work can be heavy. We pour our hearts into creating change, yet often face apathy or even resistance. When you post something you see as positive celebrating the work you do and you get some negative responses challenging the need for DEI in the first place (as I have done) it can be disheartening.
As Coach Suki Collins MBA, MCIPD (Chartered) and ILM Level 7 wisely puts it, “When you're in the minority group, you feel like you need to make a change, and you also have the responsibility of living that change that you're trying to implement." This resonated deeply with me, because it's tough to be embody the great qualities of an inclusive leader when you are not being included yourself.
We need to cultivate what I call "Diversilience" – the unique resilience required to advance DEI as a diverse individual.
The Emotional Maze
Executive coach Marie Loney highlighted this beautifully in our recent webinar: "Being a minority... can be isolating. It's a difficult space... you might be unsure who to trust." This feeling, coupled with the constant emotional labour of advocacy, can leave us feeling alone in a vast, indifferent workplace.
The Paradox of Progress
DEI work is full of contradictions. We celebrate small wins, but setbacks can feel crushing. The pursuit of inclusion can ironically lead to exclusion. Yet, we persist, driven by the knowledge that we're building a more equitable future.
Embracing the Power of Play
Executive coach Martha Cuffy lightens the mood and reminds us of the importance of "play." It's about finding joy and lightness amidst the struggle, giving ourselves permission to step away and recharge.
Cultivating Self-Compassion & Community
Resilience isn't a superpower; it needs nurturing. We must treat ourselves with kindness, setting boundaries and prioritising our well-being. And crucially, we need to build a supportive network of fellow DEI professionals who understand our unique challenges. Building community and taking to time to pause is something that I have built into my daily practice, so that I can keep going another day
Top Tips for Building Diversilience:
The DEI journey is challenging, but filled with purpose. By cultivating Diversilience, embracing paradox, and finding strength in community, we can navigate the maze and create lasting change.
Watch the full discussion here https://jennygarrett.global/resilience-strategies-for-dei-professionals-especially-when-you-belong-to-an-underrepresented-group-yourself/
Register for our upcoming discussion on Can you Truly Lead, if You're not an Ally?
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Tosin James-Odukoya
Leadership Coach & Change Agent | Keynote Speaker | Building a Movement of 1m Brave Leaders??
1 个月Thank you Jenny - a great list of top tips that will help many working and leading in this space, especially when they are the sole DEI/Inclusion lead in their organisation
Shanae D. Joan MB Amo-Sakyi Stephanie Corker something we all needed to hear! Great article Jenny Garrett OBE thank you so much for sharing.
Executive Coach & DEI Practitioner; Professional Development - Talent Development - Diversity and Inclusion - Strengths-based leadership
1 个月Thanks for sharing and raising awareness of some of the challenges faced when doing this much needed work. We’ve come to see DEI further politicised which only exacerbates these challenges and makes selfcare, self-compassion, and a community to share with all extremely important. The more allies to this work, the easier and more impactful it becomes. Looking forward to your webinar.
Branch Manager at Watford Imperial Screwfix/ Co-chair Race,Culture & Ethnicity Network(Screwfix) /Member of Kingfisher Inclusion & Diversity forum , Black Employee Network Member
1 个月Great advice and love the fact Jenny Garrett OBE that you point out that it’s ok to say no and allow yourself to step out of D&I at times and recharge your batteries ???? As a black male involved in D & I in my organisation ,we are the minority and at times we have to pinch ourselves on what we have achieved so far compared to 2/3 years ago. Although it’s a small impact for many others the foundations have been set for the journey to evolve and keep pushing down barriers that where at one point not even on our organisations agenda! Thanks Zoe Broadway (Thomas) for directing me to this great insight and has given me food for thought ??????