Diversity fatigue is a buzzword that has been making headlines lately, and with good reason. Those working in the diversity, equity and inclusion (DEI) space are feeling burnt out, exhausted and frustrated by a lack of support and resources. How did we get here? And what does it really mean to experience diversity fatigue?
Imagine you’re placed in front of a mountain and told to climb it. You have new shoes, provisions for the journey and a small team to support you along the way. When you start the ascent, you’re optimistic you can readily scale the mountain in front of you, but before you make much progress, things start to unravel. You haven’t had time to properly map your trail, so you start to feel lost; you begin encountering boulders and roadblocks; your supplies diminish and your shoes wear out (and no one replaces them); your travel companions are called away to climb other mountains. Before long, your pack feels heavy on your shoulders, your supplies are low and the mountaintop feels farther away than ever. You’re utterly exhausted.
This is the essence of diversity fatigue — a term that envelopes the intense feelings of exhaustion and frustration experienced by many DEI practitioners, as the result of a lack of support or resources. Though this concept was first articulated in the 1990s, it has gained traction lately due to the unique circumstances surrounding today’s DEI industry.
Why Is Diversity Fatigue so Prevalent?
In recent years — and especially after George Floyd’s murder in 2020 — companies have made a big show of touting their commitment to DEI efforts. For example, between 2015 and 2020, the number of “head of diversity” positions increased by an astonishing 107%. Additionally, over 1,000 U.S.-based organizations collectively pledged $200 billion in 2020 to racial justice initiatives. That may sound promising but, unfortunately, many of these gestures were not sincere or transparent, amounting to a lot of “bark” without the “bite.”
Lack of funding is just one of many factors that plague DEI departments and practitioners. Other common issues include lackluster support from company leadership, the absence of a clear strategy, insufficient time to carry out initiatives and a lack of enthusiasm from the company as a whole. Without a basic support structure in place, many DEI leaders and practitioners have been forced to simply do their best with whatever resources (or lack thereof) they have. Going back to the earlier metaphor, this is akin to climbing a mountain without a map, proper equipment or an adequate team to help with the heavy lifting.
Without a clear path forward, it’s no wonder DEI practitioners are experiencing diversity fatigue. The constant uphill battle, combined with a lack of support and resources, is taking a toll on their energy and motivation. It’s important for organizations to recognize that diversity fatigue isn’t some vague complaint or trend; it’s very real and it poses a serious threat to DEI-related programs and practices.
How Can We Overcome Diversity Fatigue?
While there is no single solution to overcoming diversity fatigue, it is possible for organizations to take steps to support DEI practitioners and alleviate some of the burdens they face. Help equip your DEI staff to effectively “climb the mountain” by focusing on these (metaphorical) items:
A Map (and Compass)
When companies experienced an initial burst of enthusiasm around diversity and inclusion work in 2020, many of them forged ahead with hiring new staff, implementing policies, and making changes without much thought or strategy. That’s a surefire way to make missteps or focus on the wrong priorities.
Take Action: Provide the time, space and resources for DEI leaders to adequately plan a robust, comprehensive strategy. This might involve putting current DEI work on pause to evaluate the company as a whole, or bringing in a DEI consultant to provide a neutral evaluation of the company and to co-strategize with the leadership.
Provisions
Just as a long trek requires provisions, so too does DEI work require ample resources. How can initiatives possibly succeed if they are not given the necessary support? This includes financial resources, staffing, and access to experts in the field.
Take Action: Allocate a dedicated budget for DEI initiatives and provide ongoing funding to sustain these efforts. This will allow DEI practitioners to implement meaningful programs, provide training and development opportunities, and engage in research and data analyses to drive progress. Additionally, ensure that DEI leaders have the authority and influence within the organization to make important decisions and effect change.
A Supportive Team
No one can climb a mountain alone. DEI practitioners need a strong support system within their organization to help carry the load. This includes active involvement and buy-in from senior leadership, as well as collaboration and support from colleagues across departments.
Take Action: Foster a culture of collaboration and inclusivity by actively engaging people at all levels of the organization. This means encouraging open communication and dialogue about diversity and inclusion initiatives, providing DEI training and workshops for employees, and creating affinity groups or employee resource groups (ERGs) to provide a sense of community and support. Regularly recognizing and celebrating the contributions of DEI practitioners and their teams is also essential for bolstering motivation and ensuring organization-wide support.
Rest and Recovery
Climbing a mountain is physically and mentally demanding. DEI practitioners need time to rest, recharge and recover from the challenges they face. Without adequate self-care, the risk of burnout and exhaustion increases.
Take Action: Invite DEI practitioners to prioritize self-care and work-life balance. In addition to providing flexible working arrangements—such as remote work or flexible hours—it is also a good idea to encourage DEI workers to set healthy boundaries, take breaks, and seek support from colleagues and mentors.
Though many DEI practitioners are currently exhausted from forging ahead with few resources and little support, it is possible to correct this troubling trend. Organizations can demonstrate that their commitments to diversity and inclusion were more than hyperbole. Providing the necessary tools and support does not have to be costly or all-consuming. Instead, it can fit naturally into the company’s vision for a more inclusive and equitable future.
