Why DEI leaders feel stuck under an invisible glass ceiling

Written by Elizabeth Rene , DEI & Talent Development Consultant at Perfeqta?

If you ask a Diversity, Equity & Inclusion (DEI) practitioner about their career path, you'll often find there’s no linear pathway into this work. Some may have been called to this work based on passion, personal experiences, a desire to create meaningful and lasting change, or all of the above.

My DEI journey began in college. As a Black alumna of a university where less than 8 percent of the student population identified as Black, I was determined to support underrepresented students on campus. I pursued this goal through work-study positions with the University's Office of Institutional Diversity. Shortly after graduating, I started my full-time career in DEI.

Regardless of how you entered this industry, the mission remains the same: recruit diverse talent, retain high-performing teams, and create an inclusive work environment.?

However, DEI professionals often face obstacles to making meaningful change. One of the biggest challenges is what I call the "invisible glass ceiling" experienced by DEI practitioners.??

The invisible glass ceiling can significantly hinder the career growth of DEI professionals, limiting their ability to advance within their organizations and expand their skill sets. When that growth feels out of reach, many are left with two choices: seek opportunities elsewhere or, in some cases, leave the industry entirely. Given today’s political climate surrounding DEI, more practitioners are considering alternative career paths.

Because this glass ceiling is intentionally invisible, organizations may overlook the struggles DEI professionals face. In fact, some companies may not even recognize that this barrier exists.

Senior leaders who truly value their employees, including DEI leaders, should pay attention to the following key factors contributing to the invisible glass ceiling in their organizations:

1. Overworked and understaffed DEI teams face limited growth opportunities
2. Senior leadership’s lack of DEI expertise stalls measurable progress
3. Unclear goals and inconsistent expectations leave DEI professionals feeling stuck?

Let’s talk about each of these points a bit more.?

1. Overworked and understaffed DEI teams face limited growth opportunities

Most DEI teams can benefit from having more dedicated staff members. In fact, only 33 percent of employed U.S. adults say their workplace has a staff member whose primary job is to promote DEI (Pew ).?

We can all agree that reversing centuries of systemic inequities shouldn’t fall on the shoulders of one person. Understaffed DEI teams face unclear or limited growth opportunities, creating an invisible glass ceiling in the workplace. This lack of a clear promotion path, combined with the emotionally heavy nature of DEI work, often leads to burnout and low morale.

Organizations should examine how their teams are structured and identify whether DEI teams have a similar staff-to-workload ratio as other departments. Company size, budget, and priorities undoubtedly influence staffing, but if DEI teams consistently have fewer resources than other departments, this is a problem.

2. Senior leadership’s lack of DEI expertise stalls measurable progress

When DEI teams are small, employees often report to leaders without a background in the profession, which can result in several frustrating scenarios:

1. The manager without DEI expertise: This manager may unintentionally become a barrier to progress. Without a solid understanding of DEI principles and the complexities of the work, they might resist or unknowingly undermine key initiatives, making it difficult for DEI professionals to drive change or receive leadership buy-in to move the work forward.
2. The HR generalist: This manager may struggle to provide valuable feedback rooted in DEI as a practice. Since they lack specialized knowledge in DEI, they may offer vague or surface-level advice, limiting opportunities for meaningful professional development and preventing DEI practitioners from reaching their full potential.
3. The new team lead post-lay-offs: Team leads taking over work after layoffs or a re-org may shift the focus of a DEI professional’s role entirely. With changing business needs, a team lead who inherits a DEI workload might prioritize short-term goals over long-term impact, leaving the practitioner with little room to pursue the strategic, transformative work that DEI demands.

These workplace dynamics can stifle the potential of DEI professionals, leading to constant resistance or a lack of challenge in their roles.

The most growth occurs in organizations that support DEI at multiple levels, all the way to the C-suite. Without a seat—or a strong ally—at the decision-making table, it becomes much harder for DEI professionals to communicate and implement their initiatives effectively.

This glass ceiling affects more than our career trajectory; it directly impacts our personal and professional growth in the workplace.

Managers without a DEI background who oversee these professionals must take responsibility for their direct reports' success. They should actively identify opportunities for leadership development, visibility, and career advancement. This could include advocating for their team to attend industry conferences, pursue certifications, or connect with other DEI professionals through networking, coaching or mentorship.?

Moreover, managers should engage in DEI learning themselves to provide more thoughtful, informed feedback and better support their teams.

3. Unclear goals and inconsistent expectations leave DEI professionals feeling stuck

The third contributor to the invisible glass ceiling is a lack of consistency around what success looks like for individuals in DEI roles. Unclear goals and benchmarks create moving targets, leading to unfair assessments of performance and leaving DEI professionals feeling stuck in their roles.?

Unlike more traditional departments, DEI teams can be met with constantly shifting priorities, which makes it difficult to define concrete outcomes. This ambiguity can result in leaders moving? "goalposts" around what is required for DEI teams to be viewed as an essential asset to the business.?

DEI practitioners may also be expected to create immediate, sweeping changes despite being given limited authority, time, or resources.?

For example, some organizations may require DEI teams to improve company-wide diversity metrics within unrealistic timeframes. When these ambitious goals aren't met, the blame often falls on the DEI professionals, reinforcing the idea that the work is ineffective.?

However, this ignores the fact that meaningful change requires time, strategic planning, and buy-in across all levels of the organization.

Breaking the invisible glass ceiling: A call to action

If you’re currently experiencing one or more of these barriers, know that you are not alone. The invisible glass ceiling in DEI is real, but it doesn't have to be permanent. To break through, organizations must take action:

• Expand DEI teams: Companies should invest in building well-staffed DEI departments to distribute the workload fairly and create clear pathways for professional growth.
• Implement effective reporting structures: Leaders without a DEI background who manage DEI professionals must commit to their own DEI learning and provide opportunities for their team members’ development and visibility.
• Set clear, consistent expectations: Organizations need to establish clear goals, benchmarks, and success metrics for DEI roles to create transparency and fairness in assessing performance and readiness for advancement.

DEI practitioners are driving change in organizations, but they need the right support and structures in place to thrive. If your company is struggling with these barriers, Perfeqta’s team of consultants is here to help. Get in touch to learn how we can help you develop a DEI strategic plan that breaks the invisible glass ceiling and brings true inclusion and belonging to your workplace.?

Take a look at Perfeqta’s free resources for DEI teams?

No matter where you are in your DEI journey, we have resources that can help you move your initiatives forward.

??Resource Guides : These guides include practical tools and strategies for promoting diversity and inclusion in the workplace

?DEI Quiz : Take Perfeqta's free 5-minute quiz and get immediate insights on how to evolve DEI at your organization.

??Webinars : Watch over 12 hours of webinars on how to improve and evolve DEI at your organization.