Diversity, Equity, and Inclusion (DEI) policies have, in recent years, become increasingly important in corporate and public sectors, aiming to create more inclusive and equitable environments for all. However, a concerning trend has emerged: a retreat from these policies in various organizations. While the impact of this retreat is felt across numerous demographics, it disproportionately affects women, particularly those in leadership positions. This article delves into the unique mental health struggles faced by women in leadership when DEI support vanishes. We will explore the increase in imposter syndrome, heightened stress, and career stagnation in hostile work environments, and provide strategies for self-advocacy in the absence of structural support.

Understanding the Role of DEI in Supporting Women Leaders

DEI policies serve as a crucial framework for leveling the playing field and providing opportunities for underrepresented groups. For women in leadership, these policies often mean the difference between thriving and merely surviving in environments that have historically favored men. DEI initiatives can include mentorship programs, leadership development training, unbiased hiring and promotion practices, and creating inclusive workplace cultures.

The Safety Net of DEI: A Psychological Buffer

DEI initiatives act as a psychological safety net. Knowing that an organization values diversity and is actively working to promote equity can reduce the burden of constantly having to prove oneself. This is particularly important for women of color, who often face intersecting layers of bias and discrimination. DEI provides a sense of belonging and validation, which is essential for mental well-being.

The Mental Health Fallout: Imposter Syndrome, Stress, and Stagnation

When DEI policies are rolled back or weakened, the psychological safety net disappears, leaving women in leadership vulnerable to a range of mental health challenges.

Imposter Syndrome: Doubting Your Worth

Imposter syndrome is the persistent feeling of being a fraud, despite evidence of success. It’s characterized by self-doubt, fear of being exposed as incompetent, and attributing achievements to luck rather than skill. While imposter syndrome can affect anyone, it disproportionately impacts women, particularly those in male-dominated fields.

How the Loss of DEI Exacerbates Imposter Syndrome:

• Visibility and Scrutiny: Without DEI, women in leadership often find themselves under increased scrutiny. They may feel pressure to represent their entire gender or race, leading to heightened self-awareness and doubt.
• Lack of Role Models and Mentors: DEI initiatives often include mentorship programs that connect women with experienced leaders. The absence of these programs deprives women of crucial support and guidance, reinforcing feelings of inadequacy.
• Bias and Discrimination: The removal of DEI can signal a return to biased practices, making it harder for women to advance and succeed. This can amplify feelings of being undeserving of their positions.

Increased Stress: Navigating Hostile Environments

The retreat of DEI policies often leads to hostile work environments, characterized by discrimination, microaggressions, and a lack of support. Navigating these environments can take a significant toll on women’s mental health.

Stressors in the Absence of DEI:

• Constant Vigilance: Women must be constantly vigilant, monitoring their words and actions to avoid being perceived as aggressive or emotional. This constant self-monitoring is exhausting and can lead to burnout.
• Microaggressions: Subtle, often unintentional, acts of discrimination can accumulate and create a hostile environment. These microaggressions can undermine confidence and lead to feelings of anger, frustration, and isolation.
• Lack of Support: Without DEI, there may be fewer avenues for reporting discrimination or seeking support. Women may feel isolated and powerless to address the challenges they face.
• Work-Life Balance: Women frequently shoulder a greater proportion of domestic and family responsibilities. Stress levels can dramatically increase, leading to burnout, anxiety, and depression, as they struggle to balance professional responsibilities with personal commitments.

Career Stagnation: Hitting the Glass Ceiling

DEI policies are designed to break down barriers and create opportunities for women to advance in their careers. When these policies disappear, women often find themselves hitting a glass ceiling, unable to progress beyond a certain point.

Barriers to Advancement Without DEI:

• Biased Promotion Processes: Without DEI, promotion decisions may be based on subjective criteria that favor men. Women may be overlooked for promotions, even when they are equally or more qualified.
• Lack of Sponsorship: Sponsorship, where senior leaders advocate for the advancement of their mentees, is crucial for career progression. Without DEI, women may lack access to these crucial relationships.
• Limited Opportunities: The absence of DEI can lead to fewer opportunities for women to take on challenging assignments or gain experience in key areas.

Strategies for Self-Advocacy in the Absence of Structural Support

When DEI policies are lacking, women in leadership must take proactive steps to protect their mental health and advance their careers. Here are some strategies for self-advocacy:

Building a Strong Support Network

• Mentorship: Seek out mentors, both within and outside the organization, who can provide guidance and support.
• Peer Support: Connect with other women in leadership to share experiences and offer mutual support.
• Professional Organizations: Join professional organizations that focus on women’s leadership to network and access resources.

Setting Boundaries and Prioritizing Self-Care

• Learn to Say No: Avoid overcommitting and prioritize tasks that align with your goals and values.
• Time Management: Implement effective time management techniques to reduce stress and increase productivity.
• Self-Care: Prioritize self-care activities, such as exercise, meditation, or spending time with loved ones.

Documenting and Addressing Discrimination

• Keep Records: Document instances of discrimination or microaggressions, including dates, times, and witnesses.
• Speak Up: If you feel comfortable, address the issue directly with the person responsible.
• Seek Legal Advice: If the discrimination is severe or persistent, seek legal advice from an employment attorney.

Advocating for Change

• Raise Awareness: Educate colleagues and leaders about the importance of DEI and the impact of its absence.
• Propose Solutions: Develop and propose solutions for creating a more inclusive and equitable workplace.
• Partner with Allies: Work with male allies to advocate for change and create a more supportive environment.

The Path Forward: Recommitting to DEI

The rollback of DEI policies has significant consequences for women in leadership, impacting their mental health and career prospects. It is crucial for organizations to recommit to DEI and create inclusive and equitable environments for all. By providing structural support and empowering women to advocate for themselves, we can create workplaces where everyone can thrive. This not only benefits individual women but also leads to more innovative, productive, and successful organizations.