Challenges DEI Professionals Face (And How to Overcome Them)
February 27, 2025
Guest blog post by Veza Global
When you read the news, you see that there is divisiveness on the topic of DEI, what to call it, what it does, and if it is even important. A few important things to remember are that this is not the first time in history where a movement that would mean a change in power is being challenged, and change requires resistance - it is physics. If something is to change, we need to apply pressure to it. This is the exact pressure that is required in order to change.
Let’s dive into some of the biggest obstacles DEI professionals face and explore a few practical solutions to overcome them.
1. Resistance to Change
Change is hard, and DEI efforts often require a major shift in mindset and company culture. People might be uncomfortable, resistant, or simply unsure about what these changes mean for them.
Solution: Start with education and awareness. Build a foundation of understanding by explaining why DEI matters—not just to the company but to employees personally. Small, relatable steps toward inclusivity can ease the journey toward bigger cultural changes. We are back to building the business case again, especially in the geopolitical context, so bring out the economics, the data and research on the benefits of diverse teams. Here are a few great resources for building the business case.
2. Limited Resources
DEI initiatives are sometimes underfunded or seen as secondary to other business goals. A lack of budget, staffing, or support can make it tough to implement meaningful changes.
Solution: Be strategic. Align DEI goals with business outcomes, showing how a diverse and inclusive environment improves innovation, productivity and employee satisfaction. This helps build a case for more resources and prioritization from leadership. Partnering with the ESG or Indigenous Initiatives team also helps to mobilize the limited resources.
3. Measuring Impact
How do you prove your DEI efforts are working? It can be tricky to measure progress, especially when results aren’t always immediately visible.
Solution: Track both quantitative and qualitative metrics. For example, look at recruitment data, retention rates, and employee engagement surveys. Additionally, gather stories and feedback from employees to capture the human side of DEI success. Here are a few resources for measuring metrics.
4. Sustaining Long-Term Commitment
DEI is not a one-time project— it’s an ongoing effort. The famous line ‘it is a marathon not a sprint’ applies. One challenge DEI professionals face is maintaining momentum and ensuring initiatives don’t lose steam after the initial excitement.
Solution: Make DEI part of the company’s DNA. Create structures like DEI councils or employee resource groups to keep the work alive. Incorporate it in the performance review process. Regular training, progress reviews, and leadership involvement will help keep DEI a long-term priority.
5. Navigating Sensitivity
Tackling complex topics like race, gender, and identity can sometimes be uncomfortable. DEI professionals often need to handle delicate conversations while respecting different viewpoints.
Solution: Lead with empathy. Create safe spaces for open dialogue and encourage active listening. By fostering a culture of trust and respect, people will be more willing to engage in meaningful conversations without fear of judgment. Provide training on conflict management, psychological training and inter-cultural training.
Final Thoughts
The work of DEI professionals is essential, but it’s not without its challenges. With the right strategies—rooted in empathy, education, and a commitment to lasting change—these challenges can become opportunities for growth.
Looking for more? Visit TAP Network’s EDIB Resource Hub to read Veza Global’s comprehensive Guide to Inclusive Excellence and Organizational Transformation.
About Veza Global
With expertise in intersectional identity and organizational culture, Veza Global provides thought leadership and strategic guidance for those seeking to create a more equitable and inclusive workplace. With services such as assessments, audits, training, customized training development, advisory and coaching, Veza focuses on a human centered approach, grounded in change management, internal auditing, management consulting, executive coaching and adult education.