Burnout becoming more common among professionals in different industries, but diversity and inclusion practitioners in particular seem to experience it at higher rates. With so many factors at play within the role of a DEI professional, it’s not surprising that so many of us doing this work feel drained, overwhelmed or even helpless sometimes. But what people may not have a clear understanding of is why diversity and inclusion practitioners experience burnout so often and so severely. On today’s episode of Inclusion in Progress, we dive into what it is about DEI work that causes burnout; what obstacles stand in the way of practitioners in corporate environments that often lead to burnout; what needs to change in order for DEI to get the traction it truly requires to make lasting change; and what organizational leaders, DEI practitioners and allies alike can to do move in the direction of that vision.  

In This Episode:

[1:17] Why this episode is so important to DEI practitioners, and how we can get it into the earbuds of even more people who would benefit from hearing it so they don't feel alone.

[6:15] Kay shares her mental health journey and how her lived experiences provide the context and perspective through which she approaches DEI work with the Inclusion in Progress team.

[11:04] Why are companies struggling to find effective DEI solutions, and what will it take for DEI to get the consideration, priority and attention it truly requires and deserves within organizations.

[18:09] What obstacles are created by workplace structures, and what can organizations do to help their DEI leaders navigate those challenges and reduce the likelihood of turnover.

[20:43] Why DEI leaders feel like they are under immense pressure, where those pressures are coming from, and how DEI professionals can find help within and outside their organization to support them in their work.

[28:10] Why burnout in DEI professionals can be mitigated with the support of leaders, employees and listeners like you to band together to create change with our organizations, instead if inclusion work only falling on one person or a small team.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

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www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

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Connect with Us

info@inclusioninprogress.com

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https://www.linkedin.com/in/kayfabella

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