Why DEI Leaders Are Burning Out -- and How Organizations Can Help.

This article examines the experiences of diversity, equity, and inclusion (DEI) professionals and human resource (HR) professionals in their roles. Despite the prestige and compensation associated with these positions, DEI professionals often face burnout and have short tenures. Emotional labor, such as surface acting, contributes significantly to burnout. The article suggests that organizations can address this issue by prioritizing the design, value, and support of DEI efforts and adopting a learning and effectiveness approach that values employees and fosters inclusive environments. It emphasizes the importance of creating a work environment where employees can be their authentic selves, increasing representation, empowering employees from all backgrounds, and challenging systems that perpetuate discrimination and oppression. The article also highlights the benefits of integrating DEI into all aspects of the organization, including HR systems and processes. It provides recommendations for organizations to shift towards a paradigm that values the contributions of all employees and supports HR and DEI professionals, such as conducting regular DEI climate assessments, integrating DEI programs throughout the organization, improving HR policies for equity, demonstrating consistent support from top management, institutionalizing DEI roles with power and resources, and providing social support resources. The authors believe that implementing these recommendations will result in more engaged and authentic HR and DEI professionals, reducing burnout and turnover. [Extracted from the article]