Supporting DEI Practitioners: How Teams and Leaders Can Make a Difference

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Supporting DEI Practitioners: How Teams and Leaders Can Make a Difference

Creating an inclusive workplace requires collaboration across all levels. DEI practitioners carry significant responsibilities, but their success depends on collective action from teams, leaders, and stakeholders. By fostering open conversations, sharing responsibilities, committing to learning, and empowering DEI professionals, organizations can amplify their impact and sustain meaningful change.

by Krissi Echevarria, DEI Program Manager, LINC

The charge is the same today as it was yesterday: to build communities, workplaces, families, and societies that support ALL of us to thrive, not just a select few. And after we’ve taken the time, we need to grieve, that work will still be there waiting for us. -Lily Zheng, LinkedIn, 2024

Creating a truly inclusive workplace requires collaboration at every level. DEI practitioners, who hold roles ranging from associates and managers to executive leaders, like Chief Diversity Officers (CDOs), often face responsibilities that are both multifaceted and siloed. They are tasked with fielding complex questions, navigating systemic challenges, and leading sensitive conversations. While this work is deeply rewarding, it also comes with significant emotional and professional demands. Despite often leading the charge, DEI practitioners’ success depends on the support, commitment, and shared responsibility of the broader team.

In order to provide a supportive environment where DEI initiatives can truly thrive, every team member – whether they are Human Resources managers, ERG leaders, or even board members – has a vital role to play in creating a sustainable culture of inclusion. By recognizing and valuing the contributions of DEI practitioners and offering them the tools, trust, and encouragement they need, organizations can significantly amplify the impact of their DEI efforts.

When these efforts are backed by a commitment from all levels of the organization, DEI work becomes not only a strategic priority but an integral part of the organization’s identity. Here are several key ways in which individuals and teams can contribute to this process:

Give Grace: Recognize the Emotional and Professional Toll

The emotional weight of DEI work is undeniable, especially during times of social and political shifts. Practitioners face unique pressures, managing both their own reactions, the broader needs of the team, and maintaining business outcomes. Creating space for DEI professionals to discuss these challenges openly, or to simply decompress, acknowledges the depth of this work. Recognizing this toll is an essential way to show respect and appreciation for what DEI practitioners bring to the organization.

Make Space for Real Conversations

A culture that values open dialogue and active listening helps lay the groundwork for meaningful DEI work. Inviting all team members to participate in these discussions fosters a collective sense of responsibility and builds trust. Real conversations build trust and help individuals stay grounded in their shared goals, while also taking some of the weight off DEI practitioners to continually drive tough conversations alone. Building this habit of real conversation creates a supportive atmosphere for DEI initiatives to not only grow but flourish.

Make DEI a team effort!

True allyship requires action and ownership. DEI work shouldn’t fall solely on the shoulders of DEI practitioners. By actively participating in DEI efforts and promoting inclusivity in their roles, team members and stakeholders can share the responsibility of making the workplace welcoming and supportive. This collective approach to DEI makes the work more sustainable and relieves the pressure on individual practitioners, who then feel supported in their mission (Gassam Asare, 2023).

Commit to Continued Learning

A commitment to DEI means a commitment to continuous learning. As the field evolves, staying informed is essential for making meaningful progress. When team members—including leadership—actively pursue training, engage with DEI topics, and advocate for change, it reinforces that DEI is a core organizational priority (Morris, 2024).

A great starting point is LINC’s DEI Resource Portal, which offers access to hundreds of resources and opportunities. Team members can utilize the portal in a multitude of ways: to deepen their understanding of core DEI concepts, explore strategies for reducing bias in recruitment and hiring practices, or to connect with local consultants and trainers who can develop formal training sessions tailored to meet organizational needs.

This shared dedication fosters an environment where DEI practitioners feel supported, their efforts valued, and their work complemented by informed and engaged allies.

Leaders: Give DEI Practitioners Space and Authority to Lead

To maximize the impact of DEI work, it’s crucial that leaders empower practitioners with the freedom to make decisions and guide programming. At times, this may involve stepping back and giving DEI professionals the freedom to innovate and address the unique needs of the team. This autonomy fosters trust and demonstrates a commitment to allowing DEI initiatives to evolve in ways that are both meaningful and impactful.

DEI Initiatives overall cannot be accomplished and sustained in a vacuum. They must be elevated to the level of all other business goals, reinforcing the importance of fostering a culture of belonging. To learn more about making commitments to DEI and ensuring DEI becomes a strategic imperative for your organization, you can watch LINC’s latest roundtable conversation here.

A moment of gratitude is owed to LINC’s eleven DEI Council members who serve tirelessly to advance our mission of creating workplaces and communities where everyone feels welcome, gets rooted, and thrives. Their efforts exemplify the importance of supporting DEI practitioners, who are vital to both the broader DEI and business ecosystem.

Special thanks to our DEI Council Members: Scott Blair, Orville Trout, Natasha Ljuljic, Kristine Maciolek Small, Brenda Rosado, Monica Brooks, Murtaza Jaffer, G. Christopher Hunt, Marci Martinez-Howey, Jessica Liu, Robyn Weaver