Diversity and inclusion (DEI) leaders often feel a sense of responsibility to help others, but they can often neglect their own well-being in the process. As a result, DEI leaders are at risk for burnout if they don’t take steps to manage their stress and build engagement in their work. This article will explore DEI leader burnout and what you can do to help.
Over the last six months, the Inclusion Learning Lab has conducted an informal survey of DEI Leaders. We ask three specific questions: How do you feel about your job as a DEI leader? What do you think you’ve accomplished this year? What does it take to be successful in your role? The immediate answer from the leaders we’ve spoken with is, “I’m overwhelmed, feeling unsupported, and some days I think I’m burning out.” This feedback led us to record two episodes of the Inclusion Unscripted podcast to address what we were hearing.
Penning this article is our attempt to address the root cause of DEI leader burnout and offer specific ways human resources leaders can support those doing the work of diversity, equity, and inclusion (DEI).
What Causes DEI Leader Burnout? Personal Observation
As a DEI leader, you can experience burnout in different ways, and you may feel like you have to do everything yourself and become overwhelmed by the work. In addition, you may feel isolated because you are doing the job alone. Some DEI Leaders become bogged down by the negative reactions from others to DEI initiatives. You can also feel like the work will never be done because you’re constantly fighting an uphill battle. The most taxing issue that can lead to burnout is the constant stress of having to be “on” and the solo voice advocating for DEI all the time.
How do you know if you’re experiencing burnout as a DEI Leader?
If you are a DEI leader, it’s essential to be aware of the signs of burnout and to take steps to prevent it. So how do you know you’re burnt out? Some common signs and symptoms include:
- Feeling exhausted all the time
- Losing interest in your work or feeling apathetic
- Feeling like you’re not making a difference
- Becoming cynical or pessimistic about your work or DEI in general
- Experiencing physical health problems due to stress
- Having difficulty concentrating or completing tasks
- Withdrawing from friends or activities you used to enjoy
Some of these signs are significant, but sometimes the signs of burnout can be as simple as having a headache when you’ve never had one before or not being able to sleep at night. If you’re experiencing any of these symptoms, taking a step back and assessing your situation is important.
When It Comes To Self-Care, DEI Leaders Must Demonstrate Introspection
Do not attempt to be the hero! The organization’s issues around DEI started well before you assumed the role. As they say, Rome wasn’t built in a day, and it will take many days, weeks, months, and years to dismantle systems built to be exclusive. Inclusion is a long-term vision, not a destination.
Make sure you have a strong support system in place. DEI work can be emotionally draining, so it’s important to have people you can rely on for emotional support. The work is not you, and you are not the work. Having a work-life balance and setting expectations are essential to showing up fully for everyone else. As the flight attendant says before every take-off, if you have a small child, remember to put the oxygen mask on yourself before you put it on your child.
Take time for yourself. DEI work can be all-consuming, so make sure you schedule time for activities that help you relax and recharge. It is also essential that we make time for education and growth. What do you want from this role, and what do you need to have to improve this role? These types of reflective questions cannot exist on the all-consuming treadmill, you must take time to breathe, renew, refocus, and rethink your position, but you also need to disconnect.
Set boundaries. DEI work can often spill over into your personal life, so setting boundaries between work and home is important. While an organization may feel that DEI is an emergency requiring a constant firehose, there are no emergencies within the realm of inclusion. You are either inclusive, or you’re not. You’re either welcoming, or you’re not. You’re either making progress, or you’re not. While this may be a faulty parallel, it is a fact pattern. If you are constantly pulled away to deal with one crisis after another, the real work to build an inclusive work environment for all stakeholders doesn’t get done.
Be realistic about what you can do. DEI work is essential, but it’s impossible to fix everything overnight. So start small and build up to more significant initiatives. Stop promising the moon when you can’t deliver the stars. When we overpromise, knowing that we depend on others to deliver the results we want to see, we set ourselves up for burnout.
Seek professional help if you’re feeling overwhelmed. DEI work can be challenging, so don’t hesitate to seek out counseling or therapy if you need it. Don’t be a hero. Your mental health is more important than the organization having a DEI program. Let’s get real. If you drop over dead from exhaustion, they will clean out your office and hire someone else. Let’s be honest. If the work is burning you out to the point where you need to seek professional help, it’s time to start looking for a new role.
What You Can Do To Support DEI Leaders Who Are Experiencing Burnout?
There are clear signs your DEI leader is burning out; often times we overlook the obvious. For example, have you noticed that your DEI Leader is much quieter than usual? That could be the first sign of burnout because most DEI leaders are usually the most vocal people in the room. If you see that your DEI leader is no longer as engaged as they used to be, it might be time to have a conversation. Inquiring about your DEI leader’s well-being is the first step in supporting the leader. Most HR Leaders ask, “how can I proactively support our DEI Leader?”
Here Are Six Specific Ways HR Can Support DEI Leader’s Well-being:
- Be understanding and patient. DEI work can be challenging, so it’s essential to understand the challenges and pressures DEI leaders face.
- Genuinely offer help and support. DEI leaders often feel like they have to do everything themselves, so offer to help with projects or tasks.
- Listen and provide positive feedback. DEI leaders often have to deal with a lot of negativity, so it’s crucial to provide a supportive and listening ear.
- Be an advocate for DEI. DEI work can be difficult, so it’s essential to be an advocate for DEI initiatives within your organization. Use your voice to demand and advocate for change.
- Be Bold and add your voice bolder. It’s not enough to be an advocate. Raise your voice in the rooms where your privilege gives you a receptive audience.
- Offer resources. If your DEI leader is struggling to navigate and needs support, consider suggesting that they join a support group like the Inclusion Learning Lab Community for DEI and Talent Leaders.
To create real and lasting change, DEI leaders must be supported in their efforts. Supporting DEI Leaders starts with addressing the issue of burnout. By understanding the signs and causes of burnout, we can all play a role in supporting DEI leaders within organizations. With the right level of support, DEI leaders can continue to create positive change in our workplaces and communities.
Are you a DEI leader experiencing burnout? How do you think should be addressed to help you avoid feeling overwhelmed or experiencing burnout?
Share your thoughts in the comments below.
About Margaret Spence
Margaret Spence is a DEI Strategist, Consultant, and Trainer with over 15 years of experience building inclusive workspaces where everyone thrives. She is the founder of Inclusion Learning Lab, a DEI training and consulting firm that helps organizations build respect as the core foundation of inclusion. The Inclusion Learning Lab also has a robust online community to empower, train, and support DEI Leaders. Margaret is also the author of the forthcoming book “The Inclusion Archetype: Why Some Organizations Get DEI and Others Will Never.” Follow her on Twitter @margaretspence and connect with her on LinkedIn. Join Margaret every Friday at 2 pm EST for her Live Podcast – Inclusion Unscripted
