The Importance of Resiliency Tools for Underrepresented Leaders within a DEI Strategy
Business leaders must prioritize access to resiliency tools to support underrepresented leaders. Many still struggle to hold senior leadership accountable for diversity and equity, including access to inclusive support for traditionally underrepresented employees and leaders. This article provides data from LinkedIn and explains why resiliency tools are crucial for underrepresented leaders to feel seen and heard within their companies.
The business world is becoming increasingly diverse, and many companies are committed to promoting diversity, equity, and inclusion (DEI). However, underrepresented leaders often face unique challenges in the workplace, such as discrimination, bias, and microaggressions. To support these leaders, it is essential to provide access to resiliency tools to share these experiences without repercussions and to eliminate the sources of these challenges.
Resiliency tools are resources that help individuals cope with stress, setbacks, and challenges. These tools can include coaching, mentoring, mental health services, and employee resource groups. By providing these resources, companies can help underrepresented leaders overcome obstacles and thrive in the workplace; after all, the traditionally underrepresented leaders are not the cause of the challenges they face.
LinkedIn data supports the need for resiliency tools in the fabric of DEI initiatives.
According to a LinkedIn report, employees from underrepresented groups are more likely to experience workplace stress, burnout, and discrimination.
For example, 75% of LGBTQ+ employees report experiencing burnout, compared to 61% of non-LGBTQ+ employees. Additionally, 68% of Black employees report experiencing microaggressions at work, compared to 57% of non-Black employees.
These statistics demonstrate the need for resiliency tools that specifically address the challenges faced by underrepresented leaders. For example, companies can offer coaching and mentoring programs that connect underrepresented leaders with experienced mentors who can provide guidance and enact change in the C-Suite to eliminate the cause of these challenges. Employee resource groups can also be valuable for underrepresented leaders, providing networking opportunities, a sense of community, and a path of amplification support from senior executives.
In addition to supporting underrepresented leaders, resiliency tools can benefit the company. Employees who feel supported and empowered are more engaged, productive, and innovative. Companies prioritizing resiliency tools are more likely to attract and retain diverse talent, leading to increased creativity, better decision-making, and improved financial performance.
Access to resiliency tools is essential for supporting underrepresented leaders in the climate of diversity, equity, and inclusion. By providing resources such as coaching, mentoring, and employee resource groups, companies can help underrepresented leaders overcome obstacles and thrive in the workplace. This not only benefits underrepresented leaders but also contributes to the success of the entire company.