Experiencing "Diversity Fatigue"? Consider a Different Approach to DEI

Trying to fill vacancies in a tight labor market is tough enough. For companies with stated commitments to DEI – diversity, equity and inclusion – trying to fill those vacancies from a diverse candidate pool adds another level of challenge to the hiring process.

In the midst of those challenges, it’s possible for “diversity fatigue” to set in. What exactly is diversity fatigue, though?

It’s not rolling your eyes, sighing and being just so over the idea of diversity. It’s a feeling reserved for supporters of those things – people who are putting in the work of increasing diversity but not seeing results proportional to that work, for any of a number of reasons.

When that happens (or, perhaps, because of what doesn’t happen) champions of diversity can feel frustrated, isolated, burned out – even tempted to see the work as not worth doing because the returns aren’t matching the effort.

Recruiters can be especially susceptible to diversity fatigue, especially if they’re working hard to offer a diverse candidate pool only to see the status quo persist when companies actually make hires.

It might seem counterintuitive, but the first thing to do if you’re facing diversity fatigue is to recognize that feeling as a positive. It means you still care enough about your DEI efforts to be bothered when they don’t produce the results you’d hoped for. It’s when people don’t care anymore – when they shrug, say “Well, I tried” and then stop trying – that the damage is really done.

Need practical help with DEI? Check out Diversity & Inclusion in Hiring

Experiencing diversity fatigue? Try taking a different approach

It’s possible – and can be helpful – to approach diversity work from different angles. 

Instead of focusing on what isn't happening, look to build on what is. Sometimes, especially when we have a particular area in which we're trying to boost diversity (for me, it's people with neurodiverse conditions), it can be hard to pick up on and celebrate progress in another area.

In this case, there’s been progress in diversity on one front and work still to do on another. But when you see progress in one area, no matter what it is, that’s a good sign. It means change is possible, even if it’s not the particular change you want to see right away.

And if things don’t seem to be progressing on the “diversity” aspect of DEI within your company, make sure you aren’t so focused on that aspect that the other two get neglected. If equity and inclusion are where they need to be within your company, that won’t be a secret. People who feel treated fairly and included fully in work culture will let others know about it, which can only help widen your candidate pool as word travels.

The important thing is not to give up.

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