{"id":5020,"date":"2021-11-16T14:15:44","date_gmt":"2021-11-16T19:15:44","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=5020"},"modified":"2023-12-12T12:36:55","modified_gmt":"2023-12-12T17:36:55","slug":"ways-to-navigate-dei-fatigue-maintain-momentum-re-energize-re-invest","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/ways-to-navigate-dei-fatigue-maintain-momentum-re-energize-re-invest\/","title":{"rendered":"Guest Blog: 4 Ways to Navigate DEI Fatigue: To Maintain Momentum, Re-Energize and Re-Invest"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"In response to the tide of social unrest in 2020, many organizations launched -- or re-invested in -- organization-wide diversity, equity, and inclusion (DEI) programs. But now, as the intensity of that year slowly ebbs, many of those initiatives are losing steam. If progress toward inclusion has been slow for your organization, perhaps the problem isn\u2019t with your current DEI training but with previous programs. It\u2019s a fair bet that most workers today have participated in at least one diversity training program. Sensitivity workshops and bias awareness courses have been around since long before the Black Lives Matter movement, yet those diversity initiatives often failed. Instead of working toward cultural change, older DEI training often focused on surface-level measures like hitting numbers or raising awareness.\u00a0 Without sustainable and continued progress, workers can become frustrated. If they feel targeted and uncomfortable, employees can become resistant to change. And if they can\u2019t see a clear connection between what they\u2019re learning and their daily lives, people will tune out. All this adds up to diversity fatigue: one of today\u2019s most common hurdles for diversity practitioners and organizations that are committed to change.\u00a0 People might be tired of thinking about diversity, but that doesn\u2019t mean they can\u2019t be re-energized. The business benefits of diversity, equity, and inclusion are clear, and investing in diversity will pay dividends in the future. In other words, it\u2019s time to overcome DEI fatigue, re-invest, re-commit, and get your team excited about creating real change. Why? Because the bottom-line and work culture benefits of an inclusive environment are worth it. Make it easy Not everyone understands the importance of DEI and why they should make it a priority, says Jamie Rose Ousterout, Head of Client Services for The Diversity Movement. For progress to happen, it\u2019s vital that key leaders are involved from the outset, and that their concerns are heard and addressed. A common refrain, she says, is that busy managers and leaders often see DEI initiatives as extra work. There\u2019s also the perception that DEI efforts take more time and are more inconvenient than they actually are. \u201cWe try to work with folks,\u201d Ousterout says. \u201cHow do you integrate diversity, equity, and inclusion into what you\u2019re already doing? Just thinking about these things, rather than having it on your desk as one extra thing to do.\u201d\u00a0 Integrating DEI learning can be as easy as watching a quick video on your lunch hour. Instead of tuning into discouraging news stories, why not learn the definition of neurodiversity or how to react when a coworker comes out at work? The Diversity Movement\u2019s beta edition of MicroVideos covers dozens of topics related to DEI that easily fit into the cracks of your day.\u00a0 Other strategies include eating at a restaurant with unfamiliar cuisine, watching a movie featuring an underrepresented group, or exploring a news source with a different perspective. Make it fun Does your team enjoy a bit of friendly competition (and a few prizes)? At Greene Resources, an award-winning recruiting firm, staff used the TDM Connect app to earn points by learning about diverse cultures and identities. During a month-long challenge, participation was incentivized with rewards like additional paid time off or gift cards to local and minority-owned businesses. The app gives employees a direct incentive to step out of their comfort zone and look for experiences that will broaden their perspective. Sample DEI actions include starting a conversation with someone from a different background, reading a book, or supporting a local restaurant \u2014 simple, everyday actions that add up over time.\u00a0 \u201c[TDM Connect] changed where I was going to pick up food, the books I was reading, the videos I was watching, the seminars I attended,\u201d says Gary Greene, President and CEO of the Raleigh-based company. \u201cIt created conversations that may not have otherwise happened.\u201d\u00a0 Make it genuine Those honest conversations are more accessible when trust has already been built among colleagues. But for those with a history of failed DEI experiences, trust can be difficult. To make progress, everyone in an organization should participate, and no one should be singled out for inappropriate behavior. As Ousterout phrases it, everyone is on their own unique learning journey, and absolutely no one starts out fluent in multicultural issues or skills. \u201cThe approach that we\u2019ve taken at The Diversity Movement is coming from a place of curiosity and learning, rather than any sort of chastising, because we\u2019re all humans,\u201d she says. \u201cIt\u2019s really just finding ways to relate to people better.\u201d When you say the wrong thing or accidentally offend someone, it\u2019s important to admit your mistake, apologize, and move on. While it might be uncomfortable, making mistakes and owning up to them lead to progress toward inclusive thinking.\u00a0 This practice of honesty also applies to company leaders. A successful DEI strategy depends on transparency around goals, successes, and failures. Clear communication lets employees and customers know that your business is working toward organizational change.\u00a0 Make it relevant Part of that business communication plan is letting every employee know how your DEI strategies will benefit them personally. While most people want to do the right thing, they also want to know what\u2019s in it for them.\u00a0 The reward can be broad, tying DEI performance to raises, recognition, and promotions. Or it can be specific, like the prizes given out at Greene Resources for completed tasks. Regardless of the method, personal responsibility should be integrated into every job description, from CEO to frontline professional.\u00a0 If someone is working in retail, for example, Ousterout suggests telling them directly, \u201cWe want our customers to feel valued and welcomed here, because then they\u2019re going to buy more, and the company is going to do better.\u201d\u00a0 It\u2019s vital that everyone understands how their actions directly impact the organization\u2019s mission, and that seemingly-small actions and phrases really do matter. Ousterout relates a recent experience making a dinner reservation, when the clerk used inclusive language, and how she appreciated their attention to terminology. \u201cWe\u2019re celebrating our anniversary,\u201d she explains. \u201cInstead of just assuming, they said, \u2018Great, we will make a note of that for you and your partner.\u2019 I really appreciated that, being in the DEI space, that does make me loyal.\u201d These gestures help customers feel comfortable and welcomed. They generate loyalty, but they also demonstrate a commitment to inclusion that boosts an organization\u2019s reputation. And a strong reputation, in turn, helps attract high-quality, diverse employees, who bring more success to your company. With the right tools, it\u2019s easy to incorporate DEI practices into what you are already doing as an organization. And if your DEI initiatives are also fun, genuine, and relevant, you will see the progress you are hoping for.\u00a0 When you\u2019re ready to invest in DEI training that engages your employees and fosters workplace excellence, we can help. And if you\u2019re starting to feel your DEI strategy lose its original energy and momentum, these are just a few ways to re-energize and re-invest for greater long-term impact. Amber Keister is a writer and editor who believes in the power of story to bring people together. Her work has appeared in Cary Magazine, The News & Observer, and other local publications.\u00a0\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">In response to the tide of social unrest in 2020, many organizations launched &#8212; or re-invested in &#8212; organization-wide diversity, equity, and inclusion (DEI) programs. But now, as the intensity of that year slowly ebbs, many of those initiatives are losing steam. If progress toward inclusion has been slow for your organization, perhaps the problem isn\u2019t with your current DEI training but with previous programs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s a fair bet that most workers today have participated in at least one diversity training program. Sensitivity workshops and bias awareness courses have been around since long before the Black Lives Matter movement, yet those <\/span><a href=\"https:\/\/hbr.org\/2016\/07\/why-diversity-programs-fail\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">diversity initiatives often failed.<\/span><\/a><span style=\"font-weight: 400;\"> Instead of working toward cultural change, older DEI training often focused on surface-level measures like hitting numbers or raising awareness.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Without sustainable and continued progress, workers can become frustrated. If they feel targeted and uncomfortable, employees can become resistant to change. And if they can\u2019t see a clear connection between what they\u2019re learning and their daily lives, people will tune out. All this adds up to <\/span><a href=\"https:\/\/www.forbes.com\/sites\/janicegassam\/2020\/05\/27\/has-diversity-become-a-dirty-word\/?sh=469311cf5a9b\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">diversity fatigue<\/span><\/a><span style=\"font-weight: 400;\">: one of today\u2019s most common hurdles for diversity practitioners and organizations that are committed to change.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">People might be tired of thinking about diversity, but that doesn\u2019t mean they can\u2019t be re-energized. The <\/span><a href=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/03\/Diversity-By-The-Numbers.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">business benefits of diversity, equity, and inclusion<\/span><\/a><span style=\"font-weight: 400;\"> are clear, and investing in diversity will pay dividends in the future. In other words, it\u2019s time to overcome DEI fatigue, re-invest, re-commit, and get your team excited about creating real change. Why? Because the bottom-line and work culture benefits of an inclusive environment are worth it.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8878 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3>Make it easy<\/h3>\n<p><span style=\"font-weight: 400;\">Not everyone understands the importance of DEI and why they should make it a priority, says <\/span><a href=\"https:\/\/thediversitymovement.com\/team\/jamie-ousterout\/\"><span style=\"font-weight: 400;\">Jamie Rose Ousterout, Head of Client Services for The Diversity Movement.<\/span><\/a><span style=\"font-weight: 400;\"> For progress to happen, it\u2019s vital that key leaders are involved from the outset, and that their concerns are heard and addressed. A common refrain, she says, is that busy managers and leaders often see DEI initiatives as extra work. There\u2019s also the perception that DEI efforts take more time and are more inconvenient than they actually are.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWe try to work with folks,\u201d Ousterout says. \u201cHow do you integrate diversity, equity, and inclusion into what you\u2019re already doing? Just thinking about these things, rather than having it on your desk as one extra thing to do.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Integrating DEI learning can be as easy as watching a quick video on your lunch hour. Instead of tuning into discouraging news stories, why not learn the definition of neurodiversity or how to react when a coworker comes out at work? The Diversity Movement\u2019s beta edition of <\/span><a href=\"https:\/\/thediversitymovement.vhx.tv\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">MicroVideos<\/span><\/a><span style=\"font-weight: 400;\"> covers dozens of topics related to DEI that easily fit into the cracks of your day.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Other strategies include eating at a restaurant with unfamiliar cuisine, watching a movie featuring an underrepresented group, or exploring a news source with a different perspective.<\/span><\/p>\n<h3>Make it fun<\/h3>\n<p><span style=\"font-weight: 400;\">Does your team enjoy a bit of friendly competition (and a few prizes)? At <\/span><a href=\"https:\/\/thediversitymovement.com\/case-studies\/greene-resources\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Greene Resources, <\/span><\/a><span style=\"font-weight: 400;\">an award-winning recruiting firm, staff used the TDM Connect app to earn points by learning about diverse cultures and identities. During a month-long challenge, participation was incentivized with rewards like additional paid time off or gift cards to local and minority-owned businesses.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The app gives employees a direct incentive to step out of their comfort zone and look for experiences that will broaden their perspective. Sample DEI actions include starting a conversation with someone from a different background, reading a book, or supporting a local restaurant \u2014 simple, everyday actions that add up over time.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201c<\/span><a href=\"https:\/\/thediversitymovement.com\/tdm-connect\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">[TDM Connect]<\/span><\/a><span style=\"font-weight: 400;\"> changed where I was going to pick up food, the books I was reading, the videos I was watching, the seminars I attended,\u201d says Gary Greene, President and CEO of the Raleigh-based company. \u201cIt created conversations that may not have otherwise happened.\u201d\u00a0<\/span><\/p>\n<h3>Make it genuine<\/h3>\n<p><span style=\"font-weight: 400;\">Those honest conversations are more accessible when trust has already been built among colleagues. But for those with a history of failed DEI experiences, trust can be difficult. To make progress, everyone in an organization should participate, and no one should be singled out for inappropriate behavior.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As Ousterout phrases it, everyone is on their own unique learning journey, and absolutely no one starts out fluent in multicultural issues or skills. \u201cThe approach that we\u2019ve taken at The Diversity Movement is coming from a place of curiosity and learning, rather than any sort of chastising, because we\u2019re all humans,\u201d she says. \u201cIt\u2019s really just finding ways to relate to people better.\u201d When you say the wrong thing or accidentally offend someone, it\u2019s important to admit your mistake, apologize, and move on. While it might be uncomfortable, making mistakes and owning up to them lead to progress toward inclusive thinking.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This practice of honesty also applies to company leaders. A successful DEI strategy depends on transparency around goals, successes, and failures. Clear communication lets employees and customers know that your business is working toward organizational change.\u00a0<\/span><\/p>\n<h3>Make it relevant<\/h3>\n<p><span style=\"font-weight: 400;\">Part of that business communication plan is letting every employee know how your DEI strategies will benefit them personally. While most people want to do the right thing, they also want to know <\/span><i><span style=\"font-weight: 400;\">what\u2019s in it for them<\/span><\/i><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The reward can be broad, tying DEI performance to raises, recognition, and promotions. Or it can be specific, like the prizes given out at Greene Resources for completed tasks. Regardless of the method, personal responsibility should be integrated into every job description, from CEO to frontline professional.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If someone is working in retail, for example, Ousterout suggests telling them directly, \u201cWe want our customers to feel valued and welcomed here, because then they\u2019re going to buy more, and the company is going to do better.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s vital that everyone understands how their actions directly impact the organization\u2019s mission, and that seemingly-small actions and phrases really do matter. Ousterout relates a recent experience making a dinner reservation, when the clerk used inclusive language, and how she appreciated their attention to terminology.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWe\u2019re celebrating our anniversary,\u201d she explains. \u201cInstead of just assuming, they said, \u2018Great, we will make a note of that for you and your partner.\u2019 I really appreciated that, being in the DEI space, that does make me loyal.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These gestures help customers feel comfortable and welcomed. They generate loyalty, but they also demonstrate a commitment to inclusion that boosts an organization\u2019s reputation. And a strong reputation, in turn, helps <\/span><a href=\"https:\/\/www.glassdoor.com\/employers\/blog\/diversity-inclusion-workplace-survey\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">attract high-quality, diverse employees,<\/span><\/a><span style=\"font-weight: 400;\"> who bring more success to your company.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With the right tools, it\u2019s easy to incorporate DEI practices into what you are already doing as an organization. And if your DEI initiatives are also fun, genuine, and relevant, you will see the progress you are hoping for.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When you\u2019re ready to invest in DEI training that engages your employees and fosters workplace excellence, we can help. And if you\u2019re starting to feel your DEI strategy lose its original energy and momentum, these are just a few ways to re-energize and re-invest for greater long-term impact.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8045 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><i><span style=\"font-weight: 400;\">Amber Keister is a writer and editor who believes in the power of story to bring people together. Her work has appeared in Cary Magazine, The News &amp; Observer, and other local publications.\u00a0<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In response to the tide of social unrest in 2020, many organizations launched &#8212; or re-invested in &#8212; organization-wide diversity, equity, and inclusion (DEI) programs. But now, as the intensity15<\/p>\n","protected":false},"author":2,"featured_media":5021,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,58,5],"tags":[72],"tdm_type":[92],"class_list":["post-5020","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-and-inclusion-fundamentals","category-trends-industry-insights","category-blogs","tag-mental-health-wellness","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Guest Blog: 4 Ways to Navigate DEI Fatigue: To Maintain Momentum, Re-Energize and Re-Invest - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"People might be tired of thinking about diversity, but that doesn\u2019t mean they can\u2019t be re-energized. 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