| | JULY - 2023MANAGEHRMAGAZINE.COM8In MyOpinionDiversity, Equity, and Inclusion (DEI) practices are becoming increasingly important for businesses to understand and adopt. DEI initiatives promote inclusion, foster a diverse workplace by minimizing discrimination, and create an environment that embraces people of all backgrounds. Unfortunately, many organizations are unprepared to address the challenges associated with DEI initiatives. Resistance from staff members who do not understand or appreciate these efforts can be a major obstacle to success. In fact, some might even argue that many individuals are experiencing some level of "DEI fatigue." For non-diverse individuals, the term DEI fatigue can be associated with a feeling of frustration and exasperation resulting from a lack of understanding of the objectives or goals of a given initiative, as well as from facing accusations of injustice and inequality for some historic events for which they played no part in. For DEI practitioners, the term DEI fatigue can be used to describe the exhaustion and discouragement that often arises when individuals or organizations attempt to tackle DEI initiatives. In both cases, these feelings are valid and must be addressed to further the progress of DEI work. Fortunately, with the right resources and support, organizations can tackle DEI fatigue head-on. These organizations can begin by offering robust strategies. Because DEI is not a "one-size-fits-all" initiative, it should be tailored specifically to the mission, vision, values, and goals of the organization. When DEI is executed by a well-thought-out strategy that aligns with the organization's existing business strategy, separating the issue becomes less of the work while envisioning every aspect of the operation through an inclusive lens becomes the main focus and the greatest value add.WHY HR PROFESSIONALS SHOULD WEATHER THE DEI STORMBy Kristal Walker, Vice President, Employee Wellbeing, SweetwaterKristal Walker
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