Overcoming Diversity fatigue in the workplace
Diversity fatigue can affect anyone. It is a term used to describe the emotional exhaustion, stress, and frustration that can build up over time when an organisation works to address their diversity, equality, and inclusion (DEI) issues. In this blog we will discuss Diversity fatigue and ways in which you can overcome it in the workplace.
Diversity Fatigue can be caused by a number of factors. These can include:
Feeling overwhelmed by the amount of information and resources available on DEI.
Feeling like DEI initiatives are not effective or are not making a difference.
Experiencing micro-aggressions or other forms of discrimination at work or in other settings.
Being constantly asked to explain or defend one's identity or experiences
The negative consequences of Diversity Fatigue:
It is important for organisations to recognise diversity fatigue in order to make positive progress with DEI issues. Below are some tips on what organisations can do to overcome it:
Set realistic targets and expectations
Issues related to diversity, equity, and inclusion are complex, and nothing will solve them overnight. Set realistic expectations around DEI work. DEI is a long-term process, and it is important to be realistic about how quickly progress can be made.
Set small-win SMART goals Specific, measurable, achievable, relevant and time-bound. This will help to keep employees engaged and motivated, even when progress is slow.
For example: Complete DEI module on LMS by the end of the month.
Drive the right behaviours
Empower individuals to take action. Employees are more likely to be invested in DEI efforts if they feel like they have a role to play. Creating opportunities for employees to get involved and make a difference can increase engagement and enthusiasm.
With the implementation of realistic goals and expectations, it is vital that employers widely and transparently communicate as to why such targets are important and the ways in which organisations can help to remove barriers for minority groups rather than give direct access to progression at the disadvantage of others.
The better you can communicate the long-term nature of this work, the less deflated employees will feel when your organisation’s DEI issues are not magically solved after one or two years of effort.
Provide Support
Provide support for the employees who are leading DEI initiatives and doing the DEI work. It can be challenging, so it is important to provide support for those involved. This could include training, coaching, and mentorship.
In summary: Diversity fatigue is a real issue, but it is possible to overcome it. It is important to understand that creating a diverse and inclusive workplace is a significant cultural change for an organisation and it cannot happen overnight. Taking small steps to improve DEI efforts in your organisation is a great start to reduce diversity fatigue.