A possible reason why your DEI efforts aren’t working right now is simple. Diversity fatigue. DEI, or D&I, has been the top priority in every industry in the past few years. While some companies are taking strong stances with loud voices to promote social justice and inclusion in their company; many have gone quiet.
The fight for equality is losing steam, and it’s because people are physically, mentally, and emotionally growing exhausted. After the training or numbers have gotten better, the work towards equity and combating discrimination doesn’t end. Don’t let it exhaust you. It takes endurance. And many people have grown tired of the discussion because they believe it’s all “talk” with no substance behind it. To remedy this, you’ll need to understand why people no longer want to discuss diversity and then create a system of action.
People are exhausted.
Concepts like microaggressions, bigoted racism, sexism, homophobia, code-switching, passing, and being “othered,” are tiring your minority employees. The trauma that fills our news feeds and timelines aren’t academic concepts – they are real. So, if these employees lived this daily experience, they probably don’t want the added burden of being open and vulnerable in their workplace. The responsibility of being a part of the teaching or the ones tasked with solving the problems can be overwhelming. As much as many love and enjoy participating in ERGs, some feel absolutely exhausted by the idea. It becomes yet another weight to bear.
Diversity fatigue is a real thing.
Diversity fatigue compromises the feelings of exhaustion, disconnection, and sometimes skepticism associated with the movements to understand and address complex social issues. Some could say that due to improper DEI implementation, the waves of diversity support quickly developed a wave of disinterest in about two years.
People become disconnected when the discussion seems hollow. Initially, your employees may be excited to discuss diversity and participate in groups or training. Still, if the impression becomes that everything is “all talk and no action,” they will quickly grow tired, disengage, and then disconnect completely.
The solution is within the problem: action.
Discrimination is systematic and bias is ingrained in many personal and company cultures. You’ll need to create a system to address these issues and prove intention through action to avoid diversity fatigue.
Create a system: Develop policies and procedures that are:
- Anti-discrimination
- Ensure equity
- Encourage and promote diversity and inclusion
This system will include:
- Hiring and recruiting – the pipeline
- Promotions, evaluations, and mentorship – the ladder
- The workplace – the culture
Once your employees see actions that lead to tangible, substantial results, they will believe in your intention and efforts and, therefore, engage and participate more. It may seem challenging, but it’s possible, and the reward will be a more productive and engaged workforce and a model company culture rooted in fairness and decency. A couple of years ago, when everyone said “do the work,” this is what they meant.