If you’re tired, lack support and resources but want to change things - try these strategies

Diversity, equity, and inclusion (DEI) initiatives are definitely on the map, but it can sometimes feel like the tide is always shifting. Whether you're a lone DEI advocate or part of a larger team, it's not uncommon to feel like creating positive change is an uphill battle.

My last post on DEI burnout hit a nerve and I admit it surprised me. It made me consider the privilege of activating DEI in a large, ASX-listed organisation, where external stakeholders can be a helpful lever of progress. The reality is manyf us are doing DEI “off the side of our desks”, in a volunteer capacity or as part of a bigger remit, so consistent focus and support can be lacking. So I’ve gone back to the drawing board to provide practical strategies to help you navigate DEI burnout and foster a more inclusive workplace – no matter the size of your role, your team, your organisation or budget.

1. Define – and Limit - Your Purpose & Solve a Real Problem:

Clarify purpose by asking yourself and your employer what specific business challenge can a more inclusive workplace help to solve? Use this to limit your purpose too - Not every organisation will be focused on every element of diversity at once. Gender may be the unlocker to create inclusion in the tech sector, or Indigenous engagement might be key in mining. Identifying this purpose will provide clarity and direction in your DEI efforts. (My caveat to this is that if you are a large organisation, nationally or globally located, with a large supply chain, it is encumbent on you to ensure that your workforce represents and includes the communities you operate in. Although that doesn’t always mean everything is the highest priority at the same time.)

2. Follow the Energy & Find Your Champions:

To gain momentum and support for your DEI initiatives, follow the energy, because energy creates more energy, I’m sure my Year 8 Physics teacher told me this ;) Don’t expend energy on functions, teams or leaders who don’t get it and aren’t asking for help or are even actively resisting change (you know who I'm talking about). DEI has become one of those spaces that a lot of people are passionate about and are looking for ways to help. The constant refrain I hear from professionals, if nothing else, is people want to be involved and there is more demand than resources to fill it. (Managing this imbalance of demand and supply is a whole other post!)

So, find those people within your organization who are passionate about the cause (ideal if they have some influencing sway too). These champions can help amplify your message, build momentum, and remove blockers. This allows you to make progress early and share that story. The fact is, we all love hitching our wagon to a positive story, so find those small wins fast and talk about them.

3. Leverage Compliance and Transparency:

External compliance and transparency levers can be powerful tools in driving your case for change. Take advantage of listing rules if relevant to your org, media hot topics, or legislation related to DEI. For instance, organisations in Australia are covered by the Workplace Gender Equality Act, which means we can all access detailed gender and people management data, which can support the argument for diversity initiatives. Utilise compliance requirements as both a carrot for progress and a stick for accountability.

5. Piggy-back on other change:

People and culture functions are almost always working on and changing policy, process and systems, whether it be for compliance reasons, continuous improvement or big strategic projects. Understand what’s going on in the regular rhythms or digital roadmap and see how you can piggy-back DEI changes into those. Wish your HR system was able to ask for diversity data or automatically nudge parents and leaders during parental leave transitions? Find opportunities to add these requirements to other system changes that might be coming up.

4. Move Beyond Training:

I constantly hear business leaders jump to training as a solution for all ills. While training is a valuable component of DEI efforts, it should not be the sole solution. To drive culture change, consider alternative approaches that align with your team's capabilities and budget. Start small by incorporating storytelling into your communication channels such as town halls or newsletters. Building empathy and awareness through narratives can be a powerful catalyst for change.

Additionally, embed DEI practices and values into existing processes, symbols, and rituals. This systemic approach requires planning, collaboration and time but can yield meaningful results without significant financial investment.

DEI burnout is a challenge for those who feel like they are working hard - and alone - to make change and getting nowhere, but with the right strategies, you can navigate through it and have impact. Define your purpose, prioritise and limit your scope, find (and use) allies, leverage compliance levers, and move beyond training to drive culture change. Let's support each other on this journey and burn bright, not burn out. I would love to hear what you think and especially what's worked for you?