There’s a growing truth in today’s workplace that we don’t talk about enough: inclusion often rests on the shoulders of the few. While organisations celebrate diversity on their websites and highlight DEI as a core value, behind the scenes it’s usually the same people—those from marginalised backgrounds—doing most of the work to make it real.
These are the DEI champions. They’re the ones who organise the staff networks, challenge biased policies, check in with colleagues after microaggressions, and speak up when something doesn’t sit right. They often do this unpaid, unrecognised, and in addition to their day job.
And it’s taking a toll.
The Hidden Cost of Inclusion Work
Talk to any DEI champion and you’ll hear a familiar story: exhaustion. Not from the cause itself, but from the emotional weight of constantly advocating, explaining, and fixing a system they didn’t break.
There’s the emotional labour of sharing personal experiences to teach others. The fear of being labelled "difficult" or "too sensitive". The frustration of being asked to lead change but not being given any power to make it happen.
It’s not uncommon for these champions to become burnt out. Some leave their companies. Others pull back entirely. And that’s a loss—not just to the individuals, but to the organisations that claimed to value their voices.
Why DEI Work Should Never Fall to One Person
Here’s the problem: when inclusion is seen as the responsibility of the few, it lets everyone else off the hook. It creates a culture where only certain people are expected to care about fairness, bias, and representation.
But DEI isn’t a side hustle. It’s not a volunteer gig for the most affected. It’s a leadership issue. A business issue. A culture issue. And it requires shared responsibility across the board.
That means white staff should be active allies in race equity. Cisgender staff should champion LGBTQ+ inclusion. Senior leaders should be just as invested as early-career employees. Inclusion cannot be the job of those excluded.
What Real Support Looks Like
If we want to avoid burning out the very people driving change, we have to start building structures that support, protect, and reward them. And that starts with recognition.
- Acknowledge the work. If someone is consistently contributing to your DEI efforts, name it. Not just in private, but publicly.
- Pay them or adjust their workload. You can’t expect someone to manage a full-time job and be the face of inclusion without support. Make sure the time they spend is recognised formally.
- Give them influence. Invite DEI champions into decision-making spaces. They should help shape policy—not just raise problems.
- Offer mental health support. The emotional impact of inclusion work is real. Make sure there are safe spaces for DEI leaders to decompress and share without fear.
Building a Culture Where DEI Isn’t a Burden
Support isn’t just about looking after the people doing the work. It’s about sharing the weight so that no one person carries the whole load. That means normalising conversations about inclusion in every team. Making it part of how managers lead. Bringing it into project planning, team meetings, and performance reviews.
It also means letting go of the idea that DEI is optional. It’s not. Every employee contributes to culture—whether they mean to or not. So everyone has a role to play in making that culture fair, kind, and safe.
If You’re a Leader, Here’s Where to Start
Look around your organisation. Who’s doing the heavy lifting when it comes to inclusion? Who’s organising the lunch-and-learns, challenging the language used in meetings, or mentoring junior staff from underrepresented groups?
Ask them what they need. Don’t assume. Listen without defensiveness. Act on what you hear.
And then look at your own role. How are you modelling inclusion? What are you learning? Where are you stretching?
Final Thought
Inclusion can feel risky—especially for those who already carry the weight of difference. But it doesn’t have to be lonely work. It shouldn’t be.
If we want lasting change, we need to stop relying on the passion of the few and start building the commitment of the many.
DEI champions deserve more than applause. They deserve allies. They deserve resources. And they deserve workplaces where inclusion doesn’t rest on their shoulders alone.