The two tensions.
We’re dealing with two muddying tensions in our efforts to make workspaces and broader society more diverse and inclusive. The first tension is DEI fatigue. The second tension is DEI extremism.
Let’s deal with this first tension—DEI fatigue. Folks on the job and in society are tiring of DEI. This is evidenced first by the many organizations that have failed to live up to their supposed DEI/social justice/racial justice commitments and second, by the rebranded or disbanded DEI initiatives that have transitioned under the radar.
The second tension—DEI extremism—is a precursor to the first. DEI began as an effort that was primarily focused on making room for White women and people of color to access opportunities they wouldn’t normally, due to biases in the system. DEI then became an outsized phenomenon that took on a whole new life of a hodgepodge of issues that led to blaming and shaming, awkward apologies, and the constant push of unrealistic and unscientific constructs.
Naturally, this confused people and is still confusing people, causing them to withdraw. And the entire apparatus—near implosion.
So how do leaders reconcile these tensions amidst pressure from every side, while maintaining their integrity and advancing their mission?
Leaders should ask themselves these questions:
What are the main organizational challenges we are facing now, and what challenges are on the horizon?
How do we offer solutions to these challenges that align with our mission and core values?
How do we engender an environment that does not divert from the truth regardless of external, and in some cases, internal pressures?
What are our core leadership convictions, and why should we not divert from those core convictions?
If some form of diversity and inclusion efforts are the solutions to these questions, be clear about the opportunity costs. And as you weigh your decisions, seek counsel from a range of trusted advisors.
If you’re wrestling with decisions on DEI, we may be able to help. Contact us for a free consultation.