Category: DEI

By Rochele Padiachy

June 24 marks the beginning of Self-Care month, culminating in Self-care Day on July 24. This symbolic period was chosen to emphasize that self-care is a practice that can be integrated into our lives 24 hours a day, seven days a week. Recognizing the continuing need to discuss well-being related to diversity, equity, and inclusion (DEI), this blog explores the intersection of self-care and DEI, emphasizing the importance of holistic and sensitive approaches to self-care for practitioners, organizations, and the communities they serve.

In recent years, the discussion around self-care has expanded to encompass both individual wellness and its connection to organizational health, particularly within the contexts of diversity, equity, and inclusion (DEI). As we are leaning, self-care is not a luxury or a one-time effort. In fact, self-care is an essential, intentional routine that involves consistent strategies to develop and maintain a healthy, holistic lifestyle and well-being. [1]

Additionally, as organizations strive to create environments that are equitable and inclusive, the practice of self-care becomes not only a personal responsibility, but also an organizational imperative. In particular, for organizations and individuals alike, implementing regular self-care practices is crucial for preventing burnout, enhancing emotional resilience, and promoting overall psychological and emotional wellness.

Understanding burnout and the importance of self-care in DEI

Burnout is a state of physical, emotional, and mental exhaustion caused by prolonged stress and overwork, and is a critical issue for practitioners in the field of DEI. [2] DEI practitioners are often at the forefront of challenging systemic inequities, advocating for marginalized groups, and fostering inclusive environments. [3]

DEI work while incredibly rewarding, is inherently stressful and emotionally taxing. The constant exposure to discrimination, bias, and institutional resistance can lead to feelings of helplessness, frustration, fatigue, exhaustion, and increased mental distance from one’s job.[4] Practitioners working within DEI frameworks often encounter significant emotional and psychological challenges.

Burnout in this context not only affects the well-being of the practitioners themselves but also undermines the effectiveness of DEI initiatives, as these professionals may become less capable of driving the change they are so passionate about.[5]

Practitioners engaging in regular self-care practices, such as seeking personal counseling, incorporating mindfulness routines, and participating in continuous professional development, find it is crucial for wellness.[6]

Organizations committed to DEI must recognize that the well-being of their employees directly impacts their overall effectiveness. By fostering a culture of self-care, organizations can enhance employee satisfaction, productivity, and retention. Moreover, a genuine commitment to self-care signals to employees that their holistic well-being is valued, thereby fostering a more inclusive and supportive workplace culture. This can be achieved through comprehensive wellness programs, encouraging the use of mental health days, and offering flexible work arrangements.

Transformative practices for innovative self-care

To truly address the unique challenges faced by DEI practitioners and to foster an inclusive, supportive organizational culture, it’s imperative to go beyond traditional self-care approaches. By integrating innovative and culturally responsive strategies, organizations can create a more resilient and empowered workforce. The following sections provide examples of transformative practices that can help DEI practitioners and organizations thrive. Where each example demonstrates how a holistic and intentional approach to self-care can make a profound impact on individual and collective well-being.

A. Integrate intersectional approaches

Intersectionality, a concept introduced by Kimberlé Crenshaw, emphasizes the interconnectedness of various forms of oppression. Organizations should integrate intersectional approaches into their self-care practices, recognizing that employees may face multiple, overlapping forms of discrimination. By addressing these intersecting identities, organizations can develop more comprehensive and inclusive self-care strategies.[7]

For instance, an intersectional approach might involve offering specialized support groups for women of color, recognizing the unique challenges they face due to the intersection of gendered and racial discrimination.

B. Leverage technology for inclusive self-care

Technology offers numerous opportunities to enhance self-care, particularly for marginalized individuals. Organizations can utilize digital platforms to provide remote counseling, virtual support groups, and online wellness resources. These technologies can increase accessibility for employees who may face geographical, physical, or other barriers to accessing traditional self-care services.

For example, telehealth services can be particularly beneficial for employees living in remote areas or those with mobility issues, ensuring that every employee has access to mental health support regardless of their location.

C. Embrace diverse approaches

Canada’s organizational landscape is richly diverse, encompassing a variety of cultural and philosophical perspectives on well-being. Organizations should embrace this diversity by incorporating varied approaches into their self-care practices. This might include integrating Indigenous healing practices, Eastern philosophies of wellness, and other culturally specific self-care modalities.

For instance, incorporating Indigenous practices such as smudging, talking circles, and traditional healing ceremonies can provide culturally reminiscent forms of self-care for Indigenous employees.[9]

D. Engage in community partnerships

Collaborating with community organizations can enhance the effectiveness of self-care initiatives. By partnering with local groups that specialize in serving marginalized communities, organizations can gain valuable insights and provide better resources to support employees. These partnerships can also help extend the reach of self-care programs, benefiting both employees and the broader community.

For example, partnering with 2SLGBTQIA+ organizations can provide targeted mental health support and resources for 2SLGBTQIA+ employees, ensuring that their specific needs are met in a supportive and affirming manner.

E. Commit to ongoing DEI education

Ongoing education is essential for fostering a culture of inclusion and well-being. Organizations should provide regular training on topics such as cultural or mental health awareness. This education should be tailored to the specific needs and experiences of the workforce, ensuring that all employees are equipped to support one another in their self-care journeys.

For instance, training sessions on recognizing and addressing acts of exclusion can empower employees to create a more inclusive environment where everyone feels valued and respected.

F. Create accountability mechanisms

To ensure that self-care and DEI initiatives are effective and sustainable, organizations must establish accountability mechanisms. This includes setting clear goals, monitoring progress, and holding leadership accountable for fostering an inclusive and supportive workplace culture. Regularly publishing reports on DEI and wellness outcomes can also promote transparency and build trust within the organization.

For example, organizations can conduct annual surveys to measure employee satisfaction with self-care and DEI initiatives, using the feedback to make data-driven improvements.

The intersection of self-care and DEI is a critical area of focus for organizations. When organizations prioritize self-care within their DEI efforts, they not only support their DEI practitioners but also create an environment where all employees feel valued and supported. Furthermore, organizations that support their employees’ well-being are better equipped to engage empathetically and effectively with diverse populations, building trust and rapport essential for successful community engagement and service delivery. The transformative strategies outlined in this blog provide a roadmap for developing self-care initiatives that are responsive to the diverse needs of the workforce. Culturally sensitive services, robust community outreach programs, and effective feedback mechanisms ensure that organizations meet the diverse needs of the populations they serve, leading to more impactful and sustainable outcomes for both the organization and the communities it supports. As organizations continue to evolve and innovate in this space, they have the potential to create truly inclusive environments where all individuals can thrive.

[1] Myers, J. E., Sweeney, T. J., & Witmer, J. M. (2000). The wheel of wellness counseling for wellness: A holistic model for treatment planning. Journal of Counseling and Development, 78(3), 251266

Posluns, K. & Gall, T. L. (2020). Dear mental health practitioners, take care of yourselves: A literature review on self-care. International Journal for the Advancement of Counselling, 42(1), 1–20.

[2] World Health Organization: WHO. (2019, May 28). Burn-out an “occupational phenomenon”: International Classification of Diseases. World Health Organization.

[3] Ibid, World Health Organization: WHO, 2019

[4] Ibid, World Health Organization: WHO, 2019

[5] Ibid, World Health Organization: WHO, 2019

[6] Asare, J. G. (2023, December 1). 5 DEI practitioners share what Self-Care looks like for them. Forbes.

[7] Leonowicz, R. (2016, August 23). 3 Things You should know about Intersectionality and Self-Care. Shine.

[8] Mehl-Madrona, L., & Mainguy, B. (2014). Introducing Healing Circles and Talking Circles into Primary Care. the Permanente Journal/Permanente Journal, 18(2), 4–9.

[9] Goldsby, T. L., & Goldsby, M. E. (2020). Eastern Integrative Medicine and Ancient Sound Healing Treatments for Stress: Recent Research Advances. Integrative medicine (Encinitas, Calif.), 19(6), 24–30.

Tags CDNdiversity CCDI DEI Canadian Centre for Diversity and Inclusion Diversity Equity Inclusion