Who benefits from the narrative DEI is dead?

The glass cliff phenomenon

The 'glass cliff' is a term that describes a phenomenon where women and minority groups are more likely to be placed in leadership positions during times of organisational crisis or downturn.

When there's a higher risk of failure or a lack of sufficient resources and support.

It can often feel emotionally draining just simply existing, not to mention the nature of the work and workload!

The concept of the 'glass cliff' phenomenon has been observed in various fields, including the entertainment industry after a string of high-profile and high-ranking DEI executives recently announced their departures.

As someone who advocates for better mental health and has worked in this area most of my career.

Feeling overwhelmed by my workload is not unfamiliar territory for me or many of my colleagues, who often are placed in precarious positions with a higher risk of failure!

Not being considered valuable or feeling important enough is a common experience, especially in stand-alone DEI roles!

It can feel like I am the only person responsible for this in the entire organisation...

British professors Michelle K. Ryan and Alexander Haslam observed that companies more frequently appointed women to their boards when they had been experiencing poor performance.?

Diversity executives currently have a 40% higher turnover, add to this recent politics and it is no wonder the narrative is DEI is dying!

Why companies are re-evaluating their diversity and inclusion roles?

While companies are re-evaluating their priorities and leadership post-George Floyd or performative reaction roles where power or resources have little to no impact!

I have never really understood why so many organisations prioritised one-off initiatives or lunch-and-learn sessions.

Remember, this is not just about accomplishing tasks or ticking off boxes.

Recognising, this is a problem that will affect the entire organisation is a first step towards making work life better for everyone!

Hence, professionals and leaders who are committed to finding more sustainable solutions, where difference is valued and teams feel heard or understood will continue to prioritise DEI work

To reduce barriers, increase representation and create an equitable future for everyone!

Who benefits from the narrative DEI is dead?

The short answer is no one!

Understanding where you stand on cultivating personal or team achievements in DEI is key to raising the bar across your industry or sector.

By fostering open and supportive teams, you are enabling this work to continue harmoniously.

After all a motivated and cohesive leader is the backbone of any successful team or organisation.

In my view, everyone feels a sense of purpose and can make a positive impact where empathy plays a vital role in building strong relationships within teams,

The key to making long-term sustainable changes is to keep on!

I know it can be tiring, but DEI is not dead and the work is far from done, so it is crucial to ensure your own well-being and happiness is being taken care of.

Take a moment to reflect on your self-care needs this summer and prioritise the well-being of our teams,

To be able to continue to create work environments where everyone can thrive.

If any of these issues resonate with you, I invite you to attend Kinship. It is TOMORROW Please register?here?

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PS If you want to hang out.?Kinship is a Safe Space for Diverse Women. First Friday of every month. Allies are welcome!?It is TOMORROW Please register?here?