How diversity and inclusion programs can contribute to diversity fatigue
Diversity and inclusion are an integral part of each business, yet more often we hear about the prevalence of diversity fatigue. With an increasing awareness of how important Diversity, Equity, and Inclusion are in the workplace, more employees are beginning to feel overwhelmed and drained by the efforts required to create a diverse workforce. Some even said to be tired of political correctness.
In the modern corporate world, diversity and inclusion are not new practices; although, many leaders and managers are still struggling to achieve a truly diverse and inclusive work environment. We expect that it won’t be long before diversity and inclusion practices will not only become mandatory but ensuring they are carried out effectively will be paramount to this process as well. So what does diversity fatigue mean and how can it be managed?
What is diversity fatigue?
The term diversity fatigue was first used in the 1990s to describe the stress associated with attempts for management roles to diversify the workforce. When the equality of opportunities became a significant corporate concern, diversity fatigue had also begun to be recognised as a serious matter. In the past few years, we have observed the important role diversity and inclusion practices have been playing in the corporate world. Despite this, diversity fatigue is capable of influencing the work culture, facing backlashes, and eliminating all progress achieved through diversity and inclusion practices. As a result, it is essential to acknowledge the possibility of diversity fatigue when individuals feel exhausted by DE&I corporate efforts.
Are the effectiveness of diversity and inclusion at risk due to diversity fatigue?
One of the most concerning after-effects of diversity fatigue is the rising negative feelings towards diversity and inclusion initiatives at work. Atlassian's State of Diversity Report showed that employees were 50% less interested in participating in diversity and inclusion programs than in the previous year. We can see the interest in diversity and inclusion for employers and employees has been starting to evaporate in more recent years. This may seem unsurprising given the complex nature of increasing diversity and inclusion in the workplace and the amount of time and resources required to overcome it.
How can diversity fatigue be managed?
To minimise the occurrence of diversity fatigue, we must start from the leaders/managers in companies. Their role in working closely with team members and with management gives them the advantage of being able to identify issues that are relevant to the company and suggest certain diversity and inclusion practices for how they can be addressed. Along with leadership endorsement, ensuring your teams are diverse is highly important but it is also crucial that all your employees feel supported while working with you. Therefore, keeping central what the key DE&I challenges that your business is facing are will help you approach your team in a much more authentic and personal way. For instance, if your team is heavily dominated by male individuals, it would be useful to understand how female members feel, why gender diversity matters to both men and women, and if they need any support. Companies can encourage more engagement from their team members by focusing on accurately addressing diversity and inclusion challenges.
Another useful step to keep your team engaged is to measure your DE&I initiatives with set timelines. This will provide you with valuable insights into where diversity fatigue may arise. In order to keep moving forward with our diversity and inclusion initiatives, it is essential to learn from past results, pivot, and set objectives to your team's needs.
Moving forward, diversity fatigue isn’t a challenge that can be solved overnight - it requires consistent commitment from everyone within your organisation. It is also necessary to consider that during the recruitment process. To ensure that diversity and inclusion are valued and integrated into your company culture, it is essential to make it a foundation for your recruiting process.
Prevent diversity fatigue in its tracks
Our diversity efforts will have a greater chance of having a positive impact if we address the relevant challenges and issues that your organisation may be facing. Through that, you will gain the best chances of reducing the risk of diversity fatigue at your workplace.
To create well-functioning teams, it is essential to understand what can be done to prevent and manage diversity fatigue to ensure authentic diversity and inclusion in the workplace. Here at Ikigai Authentic, we offer professional help that can help you set realistic and relevant DE&I objectives for your organisation. From inclusive leadership to DE&I consulting, we can support your business with a bespoke approach and help you eliminate diversity fatigue.
