July 1, 2024

 

For many decades now, I’ve had an on-again, off-again relationship with running. It’s something I know would benefit my health in many ways if I made it part of my regular weekly routine. But like many of us when it comes to any form of exercise, committing to a regimen is easier said than done. Work commitments, obligations to family, and various scheduling conflicts often get in the way of my ability to commit to a running schedule that would improve my health, longevity and endurance.

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This struggle to maintain a consistent running routine mirrors the challenges organizations face with their commitments to diversity, equity and inclusion (DEI) work. After the killing of George Floyd in 2020, many companies made commitments to address racial equity issues in their communities. The formation of employee resource groups (ERGs), partnerships with local organizations, and pledges to improve workplace diversity and retention are but a few examples of internal initiatives that many credit unions adopted, if they were not already in place. Credit unions also made commitments to DEI by setting goals for BIPOC (Black, Indigenous, People of Color) community members, including increasing membership, growing product and service usage (i.e. accounts and loans) and deploying targeted marketing campaigns.

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Fast forward four years later, and while some credit unions have stayed the course, many more have sheepishly admitted that their earlier commitments to DEI have waned due to other commitments. This lapse has been referred to as “DEI fatigue” and is present across all industries. What happened?

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From our vantage point, below are three common missteps contributing to DEI fatigue:

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• Lackluster or Non-existent Commitment from Leadership

DEI has come to be seen as a box-ticking exercise or a response to bad publicity, rather than a core value. Without strong leadership buy-in, DEI initiatives can lack focus and lose momentum.

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• Focus on Training Over Change

Diversity trainings are the equivalent of buying books about running—you may read about the philosophy and benefits of running but have not actually tied up your shoelaces and hit the ground (or treadmill) in a concerted way. While books and trainings both are invaluable tools, the key to their success is when they are combined with actionable takeaways. Relying on trainings alone won’t address unconscious bias in the workplace, and if staff members are calling for action in this area, they may feel resentment if more intentional takeaways are not put into action.

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•  Short-Term Thinking

As we often hear, DEI is a marathon, not a sprint. It takes time to build a habit of running, find the best pace that works for you and stick to it for the long-haul. A commitment to DEI practices also requires the same level of patience and commitment and should not be beholden to quick-fixes and short-term solutions. The victories in DEI cannot always be measured in visible “wins.” As in running, it’s not about collecting medals, but about how we’ve become stronger, built our endurance, and made DEI (and exercise) a regular part of our everyday routine.

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Do any of these “DEI Fatigue” symptoms sound familiar? Don’t worry, there are still ways to get your DEI commitments back on track. A partnership with an external DEI consultant, such as Coopera Consulting, is like hiring a running coach to help build a habit of being a dedicated runner. Our consultants work with leadership, DEI advisory committees, human resources and other stakeholders to serve as accountability partners for credit unions who want to stay the course. A good DEI partner-coach regularly measures the organizational culture through surveys and/or conducting focus groups and provides regular consulting meetings with relevant stakeholders to share staff learning resources and provide insights to help credit unions go the distance in their commitment to DEI. If your credit union is experiencing symptoms of “DEI Fatigue” it is not too late to make a move. Contact us today and schedule a call with a DEI accountability partner from Coopera.