As organizations recognize the link between diversity, equity, and inclusion (DEI) and better business outcomes, become aware of their biases, and appoint DEI leaders to create meaningful change, one would expect a significant increase in workforce diversity and feelings of inclusion.
Yet after reviewing more than forty years of employee demographics in the United States, sociologists at Harvard and Stanford found that not only are we more homogenous than in the 1970s, but we are also more divided. In a time when organizations are funneling so much time, energy, and talent to solve DEI issues, how can there really be so little progress in the workplace?
Being a diversity professional can be frustrating when change isn’t happening fast enough or at all. To help you avoid common pitfalls, let’s dive into the top five reasons why even expert DEI practitioners fail to make a difference at work.