Diversity fatigue is on the rise. HR leaders are increasingly exhausted and frustrated with their lack of progress in fostering diverse, inclusive and equitable (DEI) workplaces, says Ivori Johnson, a DEI expert who has previously worked at Google, Twitter and DuPont.

SFA is proud to announce our 2023 DEI Program Participants. SFA’s DEI Mentorship Program provides ways for rising stars in the industry to connect with SFA Board members who can provide career guidance, assist with professional development, and share ways to get more involved with SFA.

While adapting to the aftermath of pandemic disruptions, the reshuffling of the workforce during the Great Resignation, widening pay gaps,1 and the continued social justice movement, the pressure has not decreased for companies to deliver on promises to build diverse, equitable, and inclusive workplaces. Indeed, the pressure is only ramping up further as companies face mounting demands from all sides to achieve progress on their DE&I efforts.

As forecasts of a potential recession persist, many companies are starting to reorganize and find ways to cut costs, leaving progress toward diversity, equity, and inclusion on the back burner. According to new research from Glassdoor, in September 2017, 27% of companies reviewed on the site indicated corporate investment into DEI programs like Employee Resource Groups.

A century ago, the concept of the modern corporation was born. Today, we see an alignment of CEOs on global unity, new models of capitalism, and corporate cultures that celebrate people. In the 1920s, Alfred Sloan at General Motors created the concept of the modern corporation.

Mixed economic signals have many worrying about what's to come. Distracted leaders could lose sight of their inclusion and belonging goals to the detriment of future innovation. But it doesn't have to be this way, say Hise Gibson and Nicole Gilmore. Following the murder of George Floyd in 2020, business leaders vowed to change organizational culture to increase diversity and inclusion. Some companies established more robust employee affinity groups, others diversified the voices on their teams, and some invested significantly in underrepresented communities.

Kyra Kyles recalls the time early in her career when an abrupt staffing change at her communications job caused managers to look to her to fill a leadership role. Kyles said she knew she could handle the promotion. In fact, Kyles had already been performing some of the job responsibilities without the title and pay.

As 2022 rolls its credits, many leaders are wondering if certain programming, like DEI (Diversity, Equity, & Inclusion) initiatives, might need to be left on the cutting room floor for 2023. Unfortunately, due to the economic uncertainty that so many businesses (and individuals) are facing, and in an attempt to recession-proof the company, reducing DEI efforts has become a go-to solution - especially when an organization views DEI as a “nice to have” versus it being a business imperative. However, the answer doesn't necessarily have to be taking resources away from DEI efforts, but to instead be more intentional about how to execute DEI in the new year.

Way back in 1999, Jack Welch, then-chief executive officer at General Electric, realized this new thing—the internet—wasn’t going away. In fact, the internet could be a game changer for businesses like his. But top leaders, mostly of the same generation as Welch, didn’t know how to enter a portal or run a search, much less have a conversation around outreach potential. Thus, the dawn of reverse mentoring. With this role-reversal strategy, the executive or leader becomes the mentee, the staff member the mentor. Leaders meet one-on-one with employees from diverse backgrounds to get their perspectives on their jobs and the company.