Nurturing Diversity, Equity and Inclusion Leaders

It is really pleasing to see a large number of organisations bringing diversity, equity and inclusion to the fore. Those of us who already work in this area know how important it is for individuals, groups of people and organisations. I support a number of DEI Leaders through coaching, bespoke packages and networks, and there are several themes and experiences that we share. 

A Shared Journey To This Role 

There are some typical features of the journey that DEI Leaders take to get to the point of making this their main job, whether that be a substantive role, or through consultancy. This can look like:

• Personal/lived experience

• A history of overcoming barriers in their personal and work life

• A passion to highlight barriers and injustice for all

• Experience of at least one other profession

• A commitment to make change for others

There is no doubt about it, DEI leaders are some of the most driven and passionate people I know. They are committed to the cause and focused on making improvements for everyone in their organisation regardless of their role. However, despite the passion and the commitment, there are some real challenges.

What are the specific challenges for DEI Leaders?

• Ongoing trauma and lived experience

• Lack of time and or remuneration for the role

• Continuous barriers to actions for diversity and inclusion

• The need for a very broad subject knowledge

• Isolation within the role

• Lack of platform to deliver on intentions and strategic planning

• Lack of professional development for diversity and inclusion professionals

More often than not the people leading on DEI are from a protected group or minoritised community. This often comes with a history of negative experiences, discrimination and trauma. These experiences can then become the tools for the role, being able to draw on lived experience is often required. Whilst useful, it certainly isn't easy.

This work feeds in to every part of an organisation: HR, training, policy, complaints procedure, management, outcomes… It has a high work load and needs to be accompanied by appropriate pay, time and job title. Often, this isn't the case, it is taken on by someone with passion but without the proper support. 

If people are not paid for the additional work they are doing, ironically, the organisation creates a pay inequality situation and is in fact, exploiting their employee. The emotional labour involved is also additional workload and needs to be acknowledged. In addition, there is likely to be one person in an organisation with responsibilty for this area, meaning we can have a situation where someone is minoritised because of their identity, and then isolated in their role.

Such a person needs to be given the proper platform to do the work properly. They need to be able to meet with and share current position and progress with governors, trustees, boards, senior leaders and all other stakeholders but often lack this experience. 

As a result they can feel unable to do the job well, mental health deteriorates and they give up the role often to not be replaced and the EDI agenda at the organisation falls by the way side. 

Strategies for Nurturing your DEI Leader

• Ensure your DEI Leaders are being recognised with time and appropriate pay in line with an organisational strategic leadership role.

• Training and subject knowledge development opportunities

• Coaching and or mental health support opportunities

• Time built in for self care, especially following training

• Provide the correct platform to enable them to make change

• Consider how you will develop your DEI Leader

• Provide a network opportunity for development and connection

With the right support and care, your DEI Leader can thrive and deliver excellent results for you. 

You can find my Inclusion Toolkit here to find out more practical tools, strategies and resources. 

I recommend every DEI leader joins a network, whether that is an informal or formally structured one. You can join my network here.

If you would like to talk through how I can support you, your organisation and or your DEI leader, you can book a free discussion with me here.