Diversity, equity, and inclusion (DEI) have been at the forefront of many organizations’ priorities over the past few years – and for good reason. From addressing systemic gaps to creating more welcoming workplaces for all, this work has sparked important change. But, alongside that progress, something else is bubbling up under the surface: DEI fatigue.
It might look like hesitation to engage in a workshop. Quiet frustration with the pace of change. A few eye-rolls when someone brings up DEI in a meeting. Or just that persistent, unspoken question – “are we actually getting anywhere with this?”
If any of this feels familiar, you’re not alone.
So, what is DEI fatigue?
Put simply, DEI fatigue is the emotional and mental exhaustion that can creep in when the work feels heavy, complex, or never-ending. It’s a natural response to sustained effort, especially when progress feels slow or invisible.
DEI fatigue can show up in different ways:
- A dip in enthusiasm or buy-in
- Resistance to new language or concepts
- Burnout among those leading the charge
- Feeling like the work is performative or stuck in place
And here’s the tough part: DEI fatigue is often felt most intensely by those directly impacted by inequity – especially when they’re expected to carry the work on their own.
Why it happens
One recent report by Deloitte found that 77% of professionals have experienced burnout at work – 51% of that more than once. For those leading DEI efforts, the stakes are even higher. The burnout rate for DEI leaders is a staggering 25-30% higher than for other executive roles – a flag that when champions lack robust support, the work falls apart and people burn out faster. Research by Harvard Business Review indicates that one reason for this is because DEI work is emotionally taxing.
But what’s driving DEI fatigue more broadly?
It’s a lot. DEI work asks us to reexamine long-held systems, habits, and assumptions. That kind of change is big, and it doesn’t always come with a clear roadmap. Add that to the ever-evolving social, political, and legal landscape, and it’s easy to feel like the goalposts keep moving further and further away.
The progress feels hard to measure. If goals are vague or invisible, people start to wonder if anything’s really changing. And when the bar keeps moving, even big wins can feel like small drops in a bucket.
Emotional labour goes unacknowledged. When folks from equity-deserving groups are expected to educate others or lead the work without recognition or support, the toll adds up fast. Especially in the wake of increasing social pushback and “anti-woke” rhetoric, many feel caught between demand and defensiveness.
It gets siloed. Too often, DEI gets handed off to a committee, a department, or a single “passionate” employee. But real culture change doesn’t happen off in a corner – it takes collective responsibility.
INSIGHT: DEI fatigue isn’t a sign that the work has failed – it’s a sign that the work is working. It means most of the easy wins are behind you, and the real systems-change is beginning. That’s where staying the course matters most.
How to keep the momentum going
If your team is hitting a wall, or just quietly stalling, here are a few ways to recalibrate:
✅ Reconnect to your “why.” What’s at the heart of your organization’s DEI efforts? If it’s just compliance, people will check out. If it’s genuine care, community, and values-driven, that’s where real buy-in lives.
✅ Make progress visible. Set concrete, meaningful goals. Track them. Talk about them. And don’t feel the need to “go big or go home” – celebrate small wins. Show people what’s changing – even if it’s not perfect yet.
✅ Distribute the work. Don’t let one person or team carry the torch alone. Build shared responsibility across departments, levels, and roles. Inclusion is everyone’s job.
✅ Make room for real conversations. DEI work can sometimes feel uncomfortable – that’s a sign you’re doing it right. Normalize learning, unlearning, and the occasional misstep.
✅ Keep investing. Ongoing training, thoughtful conversations, and a space for reflection all matter. But also: invest in the wellbeing of those doing the heavy lifting.
Looking ahead
It’s tempting to pause when things get hard. But progress doesn’t come from pushing harder – it comes from moving smarter. DEI isn’t a sprint, and it’s not a checkbox. It’s a practice. And practices take time, rest, reflection, and recommitment.
So, if your team is feeling stuck, consider it an invitation – not a failure. Step back, take a breath, reground. Then, take the next step forward together.
Feeling the fatigue and not sure where to go next? We’re here to help you navigate it.