Yesterday was the Invisible Work Day and we usually then speak about the invisible work of women. But I wanted to draw attention to the invisible mental and emotional work in the DEI field, done by DEI leaders.

 We don’t always acknowledge the emotional labour this work takes and that stands behind good DEI work.

 As a DEI leader, you may:

• have to manage your own minority identity being effected, if you belong to underrepresented group

• be feeling triggered, which can be emotionally draining

• be exposed to difficult conversations and situations that require you to remain composed and diplomatic

• face unrealistic expectations from both employees and your organization itself

• feel constant pressure to achieve more faster

• be having the same conversations, all over again

• seeing no or not quick enough change to feel satisfied with your work

All of this can lead to burnout of DEI professionals.

How to lower the taxing effect of this job?

• Be transparent with yourself with all the aspects of this work.

• Practice self-care and self-compassion – they are indispensable and underrated part of the skill-set for this role.

• Determine your boundaries by assessing what you actually can change and what is out of your control
  
  Be your own, gentle, supportive leader who sends yourself for a break
  
  Accept that despite doing your best, for some people it will always be too much or not enough. You can and should do only as much as you are resourced to do.

Feel free to download the illustration.