DEI Trends in 2025: Practitioner Wellbeing and Career Sustainability.

Insights on prioritising wellbeing in DEI from our latest WCS Insights Report.

Co-authored by Coda Nicolaeff

This article is part of a series diving deeper into the We Create Space Insights Report | DEI Insights & Trends in 2025. Here, we focus on the critical need to safeguard the wellbeing of DEI practitioners to ensure the long-term success of diversity, equity, and inclusion initiatives.

The wellbeing of DEI practitioners is increasingly recognised as a crucial factor in the success of DEI efforts. These roles often involve navigating complex, emotionally charged issues within organisations, which can lead to significant emotional labour and stress. In 2025, organisations must move beyond superficial wellbeing initiatives and focus on providing structural support, fostering psychological safety, and managing workloads effectively. Protecting the wellbeing of DEI professionals is not just a moral obligation but a strategic necessity to sustain long-term DEI progress and retain top talent.

The Emotional Toll of DEI Work

DEI practitioners frequently act as informal counsellors, supporting colleagues through identity-related challenges. This work often goes beyond their formal remit, leaving them to manage the emotional strain of addressing sensitive topics while pushing for systemic change in potentially resistant organisations.

“We often do this job alone, that’s one of the biggest challenges. The nature of this work means we’re going against the grain of what’s been done for years, pushing people out of their comfort zones… By the time leadership was finally ready to listen, I was completely burnt out.” - Practitioner in law

Access to mental health support—such as therapy, well-being resources, and peer networks—was highlighted as a critical need for practitioners to share experiences and develop coping strategies. Without these resources, the risk of burnout increases significantly.

Career Limitations & High Turnover

DEI roles often lack clear pathways for upward mobility, resulting in high turnover rates. Practitioners noted that many DEI professionals leave their roles within three years, particularly those from marginalised backgrounds. The lack of career progression and recognition for the expertise required in DEI positions often leads to frustration and burnout.

“If you look at most DEI practitioners, they tend to stay in a company for less than three years, and then they leave… We’re in these ‘Jesus roles’—they hire us, expect us to turn water into wine… We can be the strategist, the lead, and the advocate, but we can’t have it all on our shoulders.”- Practitioner in entertainment

To address this, organisations must invest in creating career pathways that recognise the expertise and emotional labour required for DEI work. Providing opportunities for growth and fair compensation is essential to retaining talented professionals and preventing the cycle of turnover.

The Importance of Setting Boundaries

Setting and respecting boundaries is essential for managing the emotional and professional demands of DEI work. Practitioners stressed the need for leadership to support DEI teams in establishing clear limits, allowing them to focus on strategic initiatives rather than being consumed by reactive, day-to-day challenges.

“I’m really clear now on what my non-negotiables are, and I want other practitioners to be clear too. I don’t live to work—work allows me to have a life… If we want to do this work sustainably and not burn out, we have to have healthy boundaries. We have to balance hope with reality.” - Practitioner in technology

Leadership guidance and robust organisational structures can empower DEI practitioners to delegate responsibilities and redirect complex issues to appropriate resources. These measures are crucial to ensuring that DEI professionals can maintain focus and avoid emotional exhaustion.

The Path Forward

To protect the wellbeing of DEI practitioners and sustain organisational progress, organisations should:

1. Provide Tangible Support: Offer mental health resources, including therapy and emotional support networks, along with explicit leadership backing to address the burden of emotional labour.

2. Define and Respect Boundaries: Establish formal guidelines to prevent DEI professionals from being overburdened, ensuring leadership enforces and respects these limits.

3. Promote Career Growth: Create clear advancement pathways, including leadership development programmes and fair compensation, to prevent stagnation and demonstrate the value of DEI work.

4. Mitigate Emotional Labour: Train teams to share responsibilities, reduce reliance on DEI professionals as counsellors, and foster an environment where practitioners can focus on strategic goals.

   
   

By implementing these measures, organisations can create an environment where DEI practitioners thrive, ensuring the sustainability and effectiveness of their efforts.

This article is part of the We Create Space Insights Report | DEI Insights & Trends in 2025 series. To learn more, check out the full report here. Stay tuned for more as we continue sharing our learnings with our community.

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