The State of DEI and its Impact on Employees
The landscape of diversity, equity, and inclusion (DEI) has faced significant challenges since July 2023. In the aftermath of the Supreme Court's decision on affirmative action, legal battles and instances of targeted harassment have highlighted the need for individuals and organizations to shield themselves in this evolving environment.
From lawsuits against initiatives supporting underrepresented groups to the resignation of prominent DEI leaders amidst racial attacks and the scaling back of DEI programs by corporations, these developments underscore the importance of addressing and mitigating threats to DEI efforts. In the wake of these recent events casting a shadow over DEI efforts, discussing strategies for protecting oneself in this evolving landscape is crucial.
What Is the Current Sentiment?
It's reasonable to feel personally attacked and overwhelmed as your identity growingly becomes a source of political and corporate debate, possibly amidst the most heightened discourse since the civil rights era.
You might not initially attribute these sentiments to your identity or the shifts in diversity, equity, and inclusion (DEI). In fact, worker stress levels have reached unprecedented levels, leading to a significant economic impact of $8.8 trillion globally. However, it’s crucial to understand that while there is a pressing demand for change to alleviate additional challenges for employees, DEI is firmly rooted in a larger socio-political discourse. How corporations currently choose to approach and prioritize DEI has significant real-world impacts on how diversity, equity, and inclusion are addressed more broadly moving forward.
Corporate Commitment or Corporate Jargon?
After the events following George Floyd's death in 2020, many companies embarked on their DEI journey while others have been actively engaged in DEI work for decades. The maturity of your organization’s DEI journey is dependent on your organization’s commitment and length of their involvement.
Mature companies are shielding themselves from risk while continuing to engage in DEI. They are placing greater emphasis on inclusion, aiming to unite both supporters and skeptics of DEI efforts. Leaders are embracing a broader objective: creating an environment where all employees can thrive. By taking proactive measures, they are mitigating potential risks. For instance, following the Supreme Court Affirmative Action ruling in July 2023, associates of Edward Blum contacted numerous companies, sent letters, and hinted at possible legal action to challenge the ruling's boundaries.
In response, companies are reviewing their DEI initiatives and language to ensure compliance with the law. Despite some companies like Zoom, Meta, Tesla, DoorDash, Lyft, Home Depot, and Wayfair [SF1] downsizing their DEI teams, they are minimizing risk by engaging external consultants to oversee their programs.
How to Be Self-Supportive
While your company’s leaders work to maintain, safeguard, and future-proof their DEI strategies, here are some ways for you to support yourself in a changing DEI landscape:
Invest in Yourself
Invest in yourself by upskilling in new technologies and exploring career growth opportunities. Start by assessing your skills and setting clear goals for your upskilling plan. Explore online courses and workshops and check with your human resources team for any available free or discounted courses offered by your company. Actively seek feedback and support from mentors and practice continuous learning by applying new skills. Remember to reflect on your progress and adapt your approach as needed in order to achieve your goals.
Create Community Inside and Outside Your Company
Building a sense of community is crucial for maintaining a supportive network in times of uncertainty and change. Join industry-related associations or online communities to broaden your network and gain diverse perspectives. Seek out Employee Resource Groups (ERGs) or Business Resource Groups (BRGs) within your organization that align with your interests, background, or identity. These groups offer opportunities for networking, mentorship, and professional development.
Focus on Self-Care to Stay Resilient
Prioritizing self-care is a key factor in maintaining resilience. Research indicates that individuals who practice self-care experience lower levels of stress and burnout. Incorporate regular exercise, mindfulness meditation, adequate sleep, and healthy eating habits into your daily routine. Remember to set boundaries between work and personal life to prevent overwhelm and maintain balance.
Be an Ally and Deepen Your Relationship With Inclusivity
During challenging times, it's crucial to lean on your allies and build stronger bridges with other marginalized groups. People of color should also actively strive to ally with colleagues from other backgrounds and identities. Take the time to listen to perspectives different from your own and seek opportunities to learn from individuals whose experiences may differ from yours.
Acknowledge the importance of fostering inclusive environments where everyone feels valued and respected. People of color are not a monolith. Each person is intersectional with an array of diverse identities. Engage in intersectional conversations and initiatives to promote diversity, equity, and inclusion within your organization.
Nurture Empathy and Compassion Within Yourself
Empathy and self-compassion are essential for fostering self-support and resilience. Embrace moments of self-reflection and understanding, acknowledging your own experiences and emotions. Practice active listening to your own needs, validate your feelings, and offer yourself kindness and support. Cultivating empathy and self-compassion within yourself empowers resilience and self-care, contributing to your well-being and growth.
As the DEI landscape evolves, navigating the complexities of work and well-being will require a multifaceted approach, prioritizing upskilling, community, self-care, allyship, inclusivity, empathy, and compassion. You can embrace these strategies to help cultivate resilience, foster positive relationships, and thrive in today's dynamic DEI environment. Remember that coping is not a one-size-fits-all endeavor, so explore what works best for you and be open to adapting your approach as needed.
Sources
[SF2]https://www.nytimes.com/2024/01/03/opinion/claudine-gay-harvard-president.html
[SF5]https://www.washingtonpost.com/business/2024/02/20/corporate-diversity-job-cuts/
