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Enhance Diversity, Equity, and Inclusion

Enhance Diversity, Equity, and Inclusion


Many organizations are beginning to develop anti-racist diversification, equity, & inclusiveness (DEI) reform agendas in order to confront systematic racism. However, my current study on corporate DEI practices indicates that there is a significant gap between businesses that perform DEI work and those who genuinely value the job being performed. The following is a list of some of the major problems that DEI professionals and their organizations are now facing:


First off, DEI professionals and their efforts have long been undervalued. In particular, experts frequently lack sufficient manpower and money resources to develop projects and programs intended to enhance employee experiences and workplace results. Experts find it challenging to assist their organizations in addressing structural racism, which has emerged as a goal in many organizations today, due to a lack of funding and manpower.


In addition to helping their organizations see diversity as a strength rather than a weakness in the workplace, DEI experts are frequently tasked with creating a culture where everybody feels valued and is confident that procedures and results are fair. This is a seemingly impossible task for DEI experts to accomplish. However, DEI specialists frequently lack the status and authority needed to promote change inside their businesses.


Thirdly, DEI work requires commitment and engagement from all levels of staff for it to be meaningful. But this doesn't happen frequently. For instance, research indicates that mid-management have failed to comprehend their position in DEI work for a long time and have become less dedicated to completing the task. The majority of this job has historically been done by women, especially women of color, and racial minorities in general, despite the fact that data indicates they may face negative consequences for doing so.


Giving DEI specialists a larger budget and more employees has been a popular proposal when problems like these are discovered. Even if these resources are essential, organizations' attempts to solve the problem by spending money might obscure a bigger point about the value of DEI work.