Training Industry Magazine - Summer 2023 - 15

DIVERSITY AND
INCLUSION
DR. KRISTAL
WALKER, CPTM
THE TRAINING MANAGER'S ROLE IN COMBATING
DEI FATIGUE
Since the summer of 2020, diversity,
equity and inclusion (DEI) initiatives
within corporate organizations are
receiving more attention than ever
before. Yet there is a sense of
DEI fatigue that threatens forward
progress. In response to the George
Floyd murder and subsequent outcry
for racial justice, many organizations
took a reactionary approach to DEI,
implementing quick fixes without
considering the long-term impact.
For context, DEI fatigue is the feeling of
exhaustion after continuous efforts to
promote DEI in a particular setting, yet
not achieving the desired results. This
exhaustion is felt by many; however, three
specific audiences tend to experience
a level of fatigue that others do not.
These audiences include: (1) senior
leaders and decision-makers with the
opportunity to champion DEI within their
organizations, (2) DEI practitioners and
HR professionals who are charged with
leading DEI initiatives and (3) members
of underrepresented or marginalized
populations who continue to be the
target of biases and microaggression.
For some, moving DEI initiatives forward
with no evident return on investment
can feel like a bad time. Even in times
of stagnation and frustration, the training
manager can serve as a confidante to
those who need fresh momentum to stay
engaged in the journey. Here are three
ways to do so:
1. Active listening: Lend an ear to listen
to colleagues' thoughts, concerns and
frustrations about the DEI journey. Active
listening will help training managers
understand colleagues' emotional states
and what issues they would like to see
resolved around DEI.
2. Coach, advise and encourage:
Provide constructive feedback, advice,
motivation and a fresh perspective.
Providing guidance will help colleagues
stay committed to the journey, even in
times of frustration or stagnation.
3. Celebrate milestones and successes:
Celebrating milestones promotes selfefficacy
and is an excellent way to
demonstrate that progress is being
made, even if it may not be as quick
as we would like it to be. The training
manager can recognize and celebrate
when milestones are reached or when
the organization develops a more robust
strategy for DEI progress.
CONSIDERATIONS FOR DESIGNING
DEI-RELATED CONTENT
The way forward is to operate from
an optimistic perspective, focusing on
progress over perfection and creating
training initiatives that incorporate
empathy and bridge-building. It also
requires an intent to understand the pain
points of those experiencing DEI fatigue
so that the solution - whenever possible
- can support various scenarios. In this
case, the role of the training manager
is to have a keen understanding of the
culture, values and experiences of the
people within the organization.
Training professionals should consider the
following three things when designing
DEI-related content:
1. Tailor content to your audience: DEI
practitioners may require different content
than senior leaders or underrepresented
or marginalized populations. Tailoring
content to the appropriate audience can
help ensure that the information presented
is relevant, practical and valuable.
TRAINING INDUSTRY MAGAZINE - SUMMER 2023 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
THE TRAINING
MANAGER CAN SERVE
AS A CONFIDANTE TO
THOSE WHO NEED
FRESH MOMENTUM TO
STAY ENGAGED IN THE
JOURNEY.
2. Incorporate empathetic elements:
Incorporating empathetic elements can
help training managers create a sense
of understanding and comfort. These
can include providing a safe space for
conversation or acknowledging individual
and group pain points.
3. Focus on progress and motivation:
Instead of focusing solely on the
challenges or problems connected to the
DEI space, training can help participants
focus on progress and celebrate
milestones. This can create a sense
of hope, inspiration and momentum
that encourages participants to stay
engaged in the DEI journey.
Despite feelings of fatigue from
creating inclusion and equity for all,
training professionals can leverage the
influence of our work and our working
relationships to aid in bridging gaps
that can only happen through new and
creative training initiatives. At the very
least, our advocacy for inclusion in the
areas that matter is the one compelling
action we can take to fight DEI fatigue,
propelling individuals from all walks of
life toward inclusive excellence.
Dr. Kristal Walker, CPTM, is the vice
president of employee wellbeing at
Sweetwater. Kristal is also a facilitator
for Training Industry's Diversity and
Inclusion Master Class. Email Kristal.
15
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Training Industry Magazine - Summer 2023

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