Insights
May 22, 2025
How to Beat Diversity, Equity and Inclusion Fatigue in the Workplace
You’ve launched the workshops. You’ve had the tough conversations. You’ve even set up employee resource groups. But now, the momentum has stalled. People seem less engaged, and enthusiasm has faded. Sound familiar? You’re not alone.
Many workplaces experience what’s called diversity fatigue. It creeps in when employees or leaders start feeling overwhelmed, disengaged or even sceptical about the ongoing push for diversity, equity and inclusion (DEI).
And let’s be honest—we get it. Change is hard. It takes time. It can feel like a never-ending mountain climb, especially in fast-moving workplace cultures like those in Ireland. But giving up? Not an option. The benefits of inclusive, equitable workplaces are far too valuable. So how do you re-energise your DEI efforts and avoid the dreaded fatigue? Let’s get practical.
First, what exactly is diversity fatigue?
Diversity fatigue isn’t about people no longer caring. More often, it stems from:
- Feeling bombarded by too many initiatives with no clear outcomes.
- Uncertainty around what DEI really means in practice.
- Perceived lack of progress despite lots of talking.
And yet, the data tells us why keeping at it matters. A 2022 research report from SHRM and Boston College found that organisations with stronger equity practices were more adaptable and steadier through tough business climates. In short: equity efforts aren’t just “nice to have”, they’re essential for long-term organisational health and success.
Scenario: “I think people are just tired of all this…”
Imagine this: You’re chatting with your colleague Ciara in HR about diversity training. She sighs and says, “Honestly, I think people are just tired of all this DEI stuff. No one even shows up to the training sessions anymore.”
What do you do? You don’t panic. You pivot.
1. Reconnect DEI to business goals
It’s easy for DEI to be seen as “extra work” if it’s not linked to organisational success.
- Show how inclusion leads to innovation, better teamwork and improved problem-solving.
- Share small wins: improved recruitment diversity, better employee engagement scores or case studies of teams who’ve benefited from inclusive practices.
You might say: “I get it, Ciara. Maybe we need to show how DEI work helps us hit our goals, not just check a box.”
2. Shift from “big campaigns” to “small habits”
People can feel exhausted by big corporate DEI launches. Instead:
- Embed inclusive habits into everyday workflows: reviewing hiring practices, rethinking meeting norms and offering regular team check-ins.
- Encourage managers to model inclusive behaviours daily rather than only during official DEI events.
Tip: Sometimes low-key is more sustainable than splashy.
3. Listen, listen, listen
When fatigue hits, it’s often because employees don’t feel heard.
- Conduct anonymous surveys or listening sessions to find out what people really think (and want).
- Focus on intersectionality: what works for one group won’t work for all.
You’ll be amazed at how much energy returns when people know their feedback matters.
4. Keep learning fresh and relevant
Monotony kills momentum.
- Offer bite-sized learning modules, intercultural workshops or “lunch and learn” speaker events featuring diverse voices.
- Rotate DEI themes quarterly: allyship, disability inclusion, intercultural competence, etc.
- Lean into real scenarios over theory: “What would you do if…?” style conversations engage people far better than lengthy policy documents.
5. Celebrate the wins - big and small
Progress deserves recognition.
- Shout out teams who champion inclusion in small ways.
- Highlight employees or managers modelling inclusive leadership.
- Mark key cultural moments in a way that feels authentic, not performative.
A little acknowledgement goes a long way toward keeping spirits high.
Last Thought: Pace Yourself
We’re in this for the long haul. DEI work isn’t a sprint. It’s a marathon of small, consistent steps. Remind your team that every effort counts, even when it feels slow.
Ready to embed cultural diversity and intercultural competence into your organisation’s DNA? Join the waitlist now for GORM’s upcoming Unified Business Programme, a structured journey towards lasting inclusion and stronger teams
Aniruddha Methi (she/they) is an Erasmus Mundus scholar and trainee Social-Cultural Psychologist. She is committed to advancing systemic equity, inclusion, belonging and social justice for oppressed communities, actively incorporating an intersectional lens. Aniruddha brings over 2 years of dynamic experience across India, Canada, Ireland, and Portugal in results-driven project management, onsite and remote coordination of multicultural teams, and administration for national NGOs and psychology laboratories. Fluent in English and Hindi, she is robustly equipped to engage with diverse stakeholders and cultivate impactful DEI and intercultural competence initiatives in organisations.
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