DEI Backlash Is Making Executive Burnout Worse. Here’s How to Manage It

There’s never an easy time to be a team leader, but today’s executives are tiptoeing on a more precarious tightrope than ever before. In fact, over a third of C-suite leaders say that “avoiding burnout” is one of their top challenges this year, according to Chief’s New Era of Leadership report.

Chief Member Daisy Auger-Domínguez has an antidote for burnout: joy. Her new book, "Burnt Out to Lit Up: How to Reignite the Joy of Leading People," offers a lifeline for managers struggling to adapt and thrive in today’s complex business climate. Tapping into her experiences leading human capital practices at Google, Disney, and Vice Media, Auger-Domínguez teaches business leaders and people managers how to reignite the passion and drive necessary for effective leadership. That’s especially important as leaders struggle to build diverse and inclusive workplaces during a moment that is making those efforts more challenging than ever. In an exclusive excerpt below, she shares how leaders can alleviate DEI burnout by fostering open dialogue, empathy and connection. — Audrey Goodson Kingo

Cover Design: Paul McCarthy; Cover Image: Getty Images, Seth Joel; Publisher: Wiley

Adapted and excerpted from "Burnt Out to Lit Up: How to Reignite the Joy of Leading People."

At a recent dinner I attended with five women of color executives, one leader confessed, "I'm exhausted from managing everyone's emotions!"

This feeling resonates with many leaders as we face the mounting challenges of today's workplace—social tensions, market instability, and ongoing backlash against DEI initiatives.

DEI work often feels like a firestorm. It leaves managers and their teams burned out, navigating microaggressions, resistance, and the weight of systemic inequities. We are all grappling with fatigue, and permitting ourselves to recharge is crucial during our relentless drive for change.

To meet these challenges, leaders need to foster an environment that not only acknowledges the emotional toll of DEI work but also actively supports the well-being of their teams. Here are several actionable steps to help leaders navigate this complex landscape effectively:

1. Start With Open Dialogue

Creating a culture of open communication is crucial. Prioritize understanding and encourage your team to express their thoughts and feelings. A simple script you might use is:

"As we navigate our DEI journey, let's prioritize open dialogue. Your voices are essential to our collective progress in building an inclusive workplace."

Inviting your team to share their perspectives fosters trust and creates a safe space for vulnerability.

2. Encourage Team Reflection

Reflection is a powerful tool for growth. Schedule time for your team to collectively contemplate their actions and experiences related to DEI. This could be framed as:

"Team, let's take a moment to reflect on our actions and experiences. Confronting uncomfortable truths is necessary, and it's essential that we support each other in meaningful ways."

By encouraging reflection, you promote self-awareness and accountability within the team, laying the groundwork for deeper discussions about inclusion and equity.

3. Acknowledge the Emotional Toll

Recognizing the emotional toll of DEI work is crucial for fostering a supportive environment. As a leader, be transparent about your feelings and invite your team to share theirs. You might say:

"I recognize the emotional toll this work takes. Let's be honest about our challenges and work together to support one another. Remember, we're in this together."

This vulnerability can strengthen your team's connection and create an environment where everyone feels safe to express their emotions.

4. Celebrate Small Wins

It's easy to overlook the small victories in the quest for progress. Celebrating these moments can boost morale and reinforce the importance of ongoing efforts. You could express this by stating:

"Let's take time to acknowledge and celebrate our progress, no matter how small. Each step is crucial in creating a more inclusive environment for everyone."

Recognizing achievements, no matter how minor, helps sustain motivation and reinforces the team's commitment to DEI goals.

5. Prioritize Emotional Check-Ins

Regular emotional check-ins with your team can help gauge their well-being and provide a platform for discussing DEI challenges. Use this time to create a safe space for dialogue. Consider saying:

"I want to take a moment to check in with each of you. How are you feeling about the DEI initiatives and the challenges we're facing?"

These regular check-ins can help you identify potential issues before they escalate, allowing you to address them proactively.

6. Foster a Sense of Collective Responsibility

DEI is not the responsibility of a single individual; it's a collective effort. Reinforce this by stating:

"We all play a role in fostering an inclusive environment, and I value each of your contributions. Together, we can create meaningful change."

Encouraging a shared sense of responsibility empowers team members to take ownership of their roles in promoting DEI.

7. Build Trust and Transparency

Trust is the foundation of any successful team. Be transparent about the challenges your organization faces regarding DEI and the steps being taken to address them. You might say:

"I want to share some of the obstacles we're encountering with our DEI initiatives. Transparency fosters trust, and I believe it's important for us to understand the bigger picture."

Being open about challenges creates an environment where team members feel more invested and engaged.

8. Encourage Self-Care and Well-Being

Promote the importance of self-care within your team. As leaders, it's crucial to model this behavior by taking time for your well-being. Encourage your team to do the same by stating:

"Let's prioritize our mental and emotional well-being. Remember to take breaks and engage in activities that help you recharge."

When leaders prioritize self-care, it sets a powerful example for the entire team.

9. Equip Yourself With Knowledge

Stay informed about DEI issues and best practices. Consider dedicating time to learning about different perspectives and challenges marginalized groups face. You could express:

"I'm committed to enhancing my understanding of DEI issues, and I encourage you all to explore these topics as well. Knowledge is key to our success."

This commitment to learning creates a culture of growth and development within the team.

10. Embrace Mistakes as Learning Opportunities

Mistakes are inevitable in any journey, including DEI. Instead of fearing missteps, embrace them as opportunities for growth. Reinforce this mindset by saying:

"We're all learning as we navigate these challenges. If we stumble, let's use those moments to grow and improve together."

Promoting a culture that values learning over perfection encourages innovation and resilience within your team.

Navigating the complexities of DEI in the workplace requires continuous effort, empathy, and a collective effort to build a shared understanding of who we are in relation to ourselves and each other. Managers and DEI practitioners often contend with substantial emotional labor, balancing high expectations and, often, backlash. To ease this burden, it's essential for managers to actively listen, value their team's diverse voices and needs, learn from mistakes, and maintain perseverance. Addressing diversity fatigue through self-awareness, self-care and support for those leading this work is vital for sustaining resilience and preventing burnout.