Why One-Off Diversity Days Are Doing More Harm Than Good
Consider this: after the spotlight of Black History Month fades, or the rainbow flags of Pride Month are stored away, what remains?
Too often, the focus on DEI dissipates, leaving equity-deserving employees to navigate an environment that has not fundamentally shifted.
Despite the growing emphasis on DEI within organizations, many companies still fall into the trap of confining their efforts to specific observance days or months.
While these well-intentioned periods of awareness bring temporary attention to marginalized communities, they fail to foster sustained, meaningful change.
A closer look at the data reveals a troubling trend. Research published in the Journal of Applied Psychology shows that employees who become more visible during these observance events can face increased scrutiny and subtle exclusion once the attention wanes. This phenomenon is akin to a corporate game of “Whack-a-Mole” – pop up during a diversity month, and you might get whacked down right after. Not exactly the progress we’re aiming for.
Moreover, the fleeting nature of these observance days undermines long-term learning and growth. Studies, like those from the Journal of Management, have found that consistent, year-round DEIB training is far more effective at reducing biases than sporadic, one-off events. It’s the difference between adopting a healthy lifestyle and attempting a crash diet – one leads to sustainable change, the other, not so much.1. Retaliation and backlash are very real following observance events.
Retaliation and backlash intensify following observance events.
Research highlights a critical issue: minority employees can face backlash after these high-visibility events. According to the Journal of Applied Psychology, this increased visibility often leads to greater scrutiny and exclusion.
“Employees who are more visible during diversity events might face negative repercussions from peers who feel threatened or marginalized themselves.” - King et al., 2012.
Photo by Kelly
Learning and growth don’t last following observance events.
Let’s be real. Cramming all your diversity education into one month is like trying to learn Spanish by binging telenovelas over a weekend. Spoiler: It’s not going to stick.
The Journal of Management found that consistent DEIB training reduces biases way more effectively than these sporadic, flash-in-the-pan events. Think of it as the difference between a fad diet and a healthy lifestyle. One works, the other… not so much.
Major US corporations insist they’re as committed as ever to fostering inclusive workplaces. But recent developments — many of them driven by the conservative backlash against diversity, equity and inclusion, or DEI — suggest some businesses are edging away from promises to level the playing field. The proportion of US companies that fund a DEI function — which often oversees ERGs — is set to drop to just 20% by the end of this year, compared with 33% in 2022, thanks to layoffs that disproportionately affect DEI teams, according to Forrester Research.
We’re training our brains that equity-deserving communities need allyship once in a while.
Of course, on the surface, everyone know’s this is not true. That Black folks challenges and systemic barriers don’t disappear following Black History Month. Duh.
But alas, we’re simple creatures (more than we’d like to admit). When something isn’t staring us in the face, we forget about it.
So here’s a wild idea: What if we made inclusion of equity-deserving communities a daily thing.
Embedding DEIB into your daily operations helps build a culture that’s genuinely inclusive. According to the Academy of Management Journal, organizations with continuous DEIB efforts report higher levels of inclusion and employee satisfaction. Imagine that – people actually feeling included all year round. It’s like magic!
“Organizations with continuous DEIB efforts report higher levels of inclusion and employee satisfaction.” - Nishii, 2013.
Employee well-being should probably be on your radar all the time.
Consistent recognition and support aren’t just good for morale; they’re great for mental health and job satisfaction. A report by McKinsey & Company shows that organizations with year-round DEIB initiatives see improved employee engagement and retention rates, especially among minority groups.
Because who doesn’t like feeling appreciated all the time, not just during a designated month?
“Organizations with year-round DEIB initiatives see improved employee engagement and retention rates.” - Hunt et al., 2018.
From the Moose Hide Campaign Day.
Observance days wildly increase the prevalence of tokenism.
If you’re only spotlighting diversity during certain times of the year, you’re pretty much putting up a neon sign that says, “We care about diversity... but only when it’s trendy.” 🙄
The Harvard Business Review points out that these limited-time diversity programs can actually reinforce feelings of exclusion. No one wants to be the token [insert minority here] who’s only trotted out for special occasions.
“Diversity programs that only operate during specific periods can inadvertently reinforce feelings of exclusion rather than inclusion.” - Dobbin & Kalev, 2016.
So, what’s the solution?
Shifting the focus from sporadic observance days to continuous education and inclusion creates a more genuinely inclusive environment.
This approach not only mitigates potential backlash but also promotes sustained learning, enhances organizational culture, improves employee well-being, and prevents tokenism.
Start by bringing together your executive and DEI teams to strategize on how to avoid over-focusing on observance days. For example, you might develop a comprehensive DEI plan that includes monthly educational sessions and activities that keep DEI at the forefront year-round. You likely already do education on security, customer success, etc… begin integrating DEI-relevant content into these year-round trainings. People will begin seeing them as integral in everything they do instead of just thinking that flying a flag is enough.
Next, embed accountability to your DEI commitments. Tie the compensation and performance evaluations of executives and managers to their contributions to DEI initiatives. This can include their participation in DEI trainings and continuing education, and documented efforts they’ve made to foster an inclusive workplace. When it comes to a leader’s performance review, most organizations fail to incorporate the feedback of their direct reports. If you’re serious about enhancing your DEI efforts, you will change this.
Another big miss with observance days is that they aren’t relevant to the work your organization does. The general nature of them make it harder for people to latch onto and see the implications. If you’re a bank, then provide specific education about how various groups have historically and even presently faced barriers to accessing financing. If you’re a policing organization, educate on the severely negative implications of bias on use of force by cops on marginalized communities.
Let’s make inclusion an everyday practice, not just a periodic celebration.
Your employees will thank you, your culture will improve, and hey, maybe you’ll even sleep better at night knowing you’re not just checking a box but making a real difference. 😇
