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While many organizations have made efforts to make public statements and donations to show a deeper commitment to diversity following the events of the summer of 2020, very few organizations have benefited from the investment of the time and resources invested in diversity, equality and inclusion (DEI).
Despite the intense focus on DEI, few organizations are happy with the results they have achieved with their DEI goals and plans. Representation rates, inclusion indices, and dropout rates of various people remain stagnant at best. Representation on DEI matters — but it’s not right to expect marginalized groups to lead these efforts — allies can amplify their voices and do the job.
So why doesn’t DEI work?
- Organizations have overloaded those of marginalized groups to lead DEI work
- DEI leaders rarely have the resources, positional power, and influence to lead real change
- DEI leader tenure is low and burnout is the main reason for dropout
Marginalized groups cover different dimensions of diversity. Marginalized groups include gender, race, ethnicity, religion, culture, disability, LGBTQ+, age, socioeconomic background, and more. These groups are often underrepresented in organizations, especially at leadership levels. The majority group, on the other hand, is often over-represented in organizations and more prominent in leadership representation. These are usually white, straight, cisgender, non-disabled, and of the organization’s headquarters’ native culture or ethnicity.
Related: 5 Reasons Why Leaders Fail to Turn DEI Rhetoric into Action
Marginalized groups are overloaded with leading DEI
Organizations have attempted to recruit, hire, promote, and retain marginalized groups through DEI programming, recruiting and hiring strategies, and creating DEI roles. Women of color are twice as likely to be charged with leading DEI efforts because they have the double lived experiences of race and gender. Yet they are the ones who have been adversely affected by the diversity problem.
Marginalized groups are more likely to experience micro-aggressions or non-inclusive behaviors, such as being interrupted, not taking credit for ideas, or people making inaccurate and harmful assumptions about them. Asking them to take the brunt of the DEI work is not fair. Don’t ask them to solve a problem they didn’t create.
DEI leaders rarely have the resources, power, and influence to lead real change
When DEI work is undervalued compared to short-term profit-generating work, the message is clear: diversity is nice to have, not a must. Everything important in business would be prioritized, and DEI is no different.
Think of a new product launch or a strategic initiative that is important for future growth. How do you finance it properly? Would you give the leader the full support they need to succeed? Would you like to look at long-term success versus short-term success?
DEI needs resources just like any other business need. That means a budget for which the DEI leader is 100% responsible with specific goals and measurements to ensure that resources continue to go to DEI. When organizations experience an economic downturn or short-term business problems, there is a great temptation to shift resources from DEI to the business. However, progress on DEI requires long-term, consistent, and deliberate commitment. Diversion of effort when the going gets tough suggests it’s not really important.
Many DEI leaders do not report to the CEO or the C-suite, leaving them ill-equipped to manage system change and to be taken seriously. Without the positional authority to foster and embed diversity in the culture of the organization, they are unable to drive systemic change. DEI leaders are often chosen for their passion, but the ability to influence others is a primary driver for success. Those who are able to leverage relationships, get people to commit to change, and find allies are often the most successful.
Related: These Are the Biggest Blind Spots in Diversity Initiatives, According to 8 Women Experts
DEI leader tenure is low and burnout is the main reason why
Burnout among employees is a worldwide problem. In a survey of more than 1,000 respondents by Deloitte, 77% say they have experienced burnout in their current job. The data skews higher for marginalized people according to the latest from McKinsey & Company Report Women in the Workplace. McKinsey found that “compared to men at their level, female leaders spend up to twice as much time on DEI work that falls outside their formal job responsibilities — such as supporting employee resource groups, organizing events, and recruiting employees from underrepresented groups.” .”
The average duration of a DEI leader is less than two years. Compare that to other senior leadership positions, and the difference is huge. Many DEI leaders leave because they don’t feel they can be truly successful. Leadership waddles with the news cycle, leaders don’t prioritize DEI in their day-to-day schedules, and they feel their efforts are futile.
If you believe in DEI and are committed to it, stop asking those most marginalized to lead the change. Make it a priority for everyone to buy in, commit to long-term DEI, and model workplace inclusion.
What do we do now?
Related: Fostering Diversity, Equality and Inclusion in Your Workplace?
1. Involve allies in leading diversity work
Alliance is contagious. Rather than relying solely on marginalized people, find ways to involve the majority group more in the conversation. When people in the majority group hear stories about the adversity of diversity, they are more likely to join the conversation and see it as a real problem, even if they haven’t experienced it themselves.
2. Equip DEI leaders with resources and budgets
As with all other business requirements, you need to properly fund and fund DEI. Have a clear budget for the year with priorities. Successful organizations are consistent and intentional and have the full support of the leadership team to drive DEI.
3. Conduct listening sessions to learn more about perceptions of burnout and marginalized groups
If you don’t know where to start, listen first. First, collect the perceptions of people from marginalized groups and then figure out what you can do to address burnout and the systemic issues that affect them adversely.
Remember, DEI is a journey, not a destination. With allies, resources and knowledge, organizations can move faster towards positive change. Individual actions are important. Together we are stronger when we work together as allies. Don’t expect those who are most affected to solve the problems that affect them adversely on their own. Allies do the work and influence positive change.