Diversity, equity and inclusion (DEI) practitioners work diligently to increase workplace diversity, foster inclusion and promote positive change. The effort necessary to transform organizational culture requires navigating complex systemic issues on a daily basis and confronting deeply ingrained biases.
DEI training professionals also face the emotional toll of addressing sensitive issues like racism, discrimination and exclusion while advocating for marginalized groups. Balancing the pressure to create meaningful change with organizational constraints can be overwhelming, leading to burnout and exhaustion.
Recent attacks on corporate DEI programs have made the work of DEI trainers even more challenging. In the wake of George Floyd’s murder, companies were eager to embrace DEI, with widespread support for initiatives. Today, however, political pushback, the Supreme Court decision against Affirmative Action, and legislative efforts to limit DEI programs have created a more hostile environment. This resistance complicates efforts to gain executive support, secure funding and maintain momentum, forcing DEI leaders to navigate heightened scrutiny and reduced resources.
It’s not surprising that many DEI leaders become frustrated, exhausted and burned out. Turnover for chief diversity officers is particularly high, with an average tenure of only three years. Without self-care strategies, leadership support and achievable goals, DEI trainers and practitioners risk their personal well-being and mental health.
To stay engaged in the difficult work of culture change and avoid the crippling effects of burnout, DEI professionals and trainers can adopt the following best practices.
- Be mindful of your own mental health. While self-care can’t cure burnout, it can help you cope with feelings of exhaustion or stress. Take mental health breaks throughout your day, either going for a walk or closing your office door and meditating for a few minutes. Pay attention to your personal signs of burnout, in particular, the number of hours you are working. Overwork is one of the most common triggers for burnout, so set clear boundaries for weekends and take regular vacation time. If you belong to an underrepresented group, working from home occasionally can relieve pressures to code switch or appear a certain way at work.
- Assemble a “circle of care.” If you’re charged with managing your organization’s DEI training initiatives, it’s important to have adequate support to head off burnout and establish a psychologically safe space. Create a trusted network of friends or peers who you can reach out to when you have a challenging day at work. When you’re feeling overwhelmed, clearly communicate to leadership what you need to succeed or enlist the guidance of a mentor to help identify solutions and set more reasonable priorities. If needed, reach out for professional help, either through your company’s employee assistance program (EAP) program or your health care provider.
- Tie DEI initiatives to business objectives. Progress is impossible without executive buy-in, and securing that support is easier when DEI efforts are linked to measurable business outcomes. For example, employee resource groups (ERGs), mentoring programs, and inclusive leadership training are all DEI-centered initiatives that can enhance employee engagement, improve leadership and boost team performance. To amplify your efforts, integrate DEI principles and inclusive practices across departments. Identify key allies, such as ERG leaders and human resources (HR) managers, to champion the cause and drive progress throughout the organization. If you encounter resistance from senior leaders, it’s important to pick your battles and focus on initiatives with the greatest potential impact. Prioritizing your efforts helps preserve relationships, build trust and gradually advance DEI goals, even in challenging environments.
- Focus on what’s relevant. The DEI learning content you provide should always be actionable, accurate and relevant. While the “why” of DEI is important, you will get more traction if you spend more time explaining “how.” Employees want to know how they will be affected and how they will benefit. Your organization might give rewards for completing training sessions or award stickers for attending a certain number of diversity events. DEI-centered initiatives can be tied to professional development, such as participation in mentoring programs or ERG leadership.
- Know when to pause conversations. DEI leaders must engage with skeptics to identify their needs and concerns, even though these conversations can be difficult, uncomfortable, or even frustrating. It’s important to cultivate an open mind, meet people where they are and prepare for challenging questions by working through possible scenarios. During the encounter, if you feel your calm demeanor begin to falter, it’s better to pause the conversation and resume it later. The same is true when the other person stops listening; just excuse yourself and try again another time, if you feel inclined. Maintaining civil interactions will help you avoid negative emotions and help establish trust that will pay off in the long run.
- Pursue professional development opportunities. When DEI leaders are given the appropriate tools and training for the job, they can more clearly and efficiently plan and implement a DEI strategy that leads to measurable progress. To ensure the success of your initiatives, stay up to date on best practices, and reinvigorate your own DEI journey, it’s crucial to prioritize ongoing learning and professional development. Set aside time for self-guided study, and if possible, include funding for your own enrichment in the DEI budget.
DEI work is emotional and can be especially challenging in our current society, which can feel divided, hostile and unsympathetic. However, sustainable success is possible when DEI leaders have patience and a clear strategy. Remember, real change takes time and everyone’s participation. When people throughout your organization understand the social benefits and business value of DEI, the entire staff can work in concert toward better business outcomes. The ongoing progress will leave DEI training professionals feeling less frustrated, burned out and at risk for turnover.
