Written By: Coach Kenn Wayne, Senior Director - Advanced Perspective Business Coaching; LLC
Why Many DEI Programs Are Failing and How We Can Reimagine Them
In recent years, diversity, equity, and inclusion (DEI) programs have become a cornerstone of organizational culture. Companies have invested heavily in initiatives to foster inclusion and equity, yet many programs are folding under the weight of unmet expectations. While the intentions behind these efforts are often commendable, their execution and sustainability leave much to be desired. The question isn’t whether DEI is necessary—it’s why so many initiatives are struggling to make an impact.
The Problem: Where DEI Programs Are Falling Short
Most DEI programs in companies were created out of social pressure rather than a genuine need or desire for change. After all, how would a company look to their employee base and potential candidates if they didn’t have a program in place? But without real teeth, passion, or a commitment to long-term, systemic transformation, many of these programs were doomed from the start.
In truth, many organizations are simply “moving the furniture around in the name of DEI,” creating initiatives that lack substance or the structural foundation to withstand challenges. Built on a foundation of sand, it’s no wonder so many are folding and failing.
The Biggest Reasons DEI Programs Are Struggling
Leadership That Talks the Talk But Doesn’t Walk the Walk A DEI initiative without leadership buy-in is like a car without gas. Sure, it might look good parked in the driveway, but it’s not going anywhere. A Deloitte study revealed that while 96% of CEOs say DEI is a top priority, only 25% of employees actually believe that. Why? Because employees aren’t seeing words turn into action. As Melissa Thomas-Hunt, a DEI expert, puts it, “Inclusion isn’t just a checkbox—it’s a culture shift that starts at the top.”
Training Without Real Change Let’s be real: how many times have we seen companies roll out mandatory DEI training sessions, only for everything to go back to normal the next day? A McKinsey study found that 78% of companies implement DEI training, but only 32% see any measurable change. Training is important, but it’s just step one. Without action, training is all talk. "Training without accountability is like a spark without kindling—it fades out before it has a chance to catch fire," says Dr. Kenneth Carter, a DEI strategist.
Ignoring Systemic Barriers Many DEI programs focus on individual behaviors but fail to address the bigger picture: the policies and systems that hold inequity in place. For example, candidates with "ethnic-sounding" names are 33% less likely to get interview callbacks. Fixing that isn’t about unconscious bias training alone—it’s about redesigning the hiring process.
Burnout from Tokenism Underrepresented employees often carry the weight of driving DEI initiatives while trying to navigate their day-to-day roles. A Catalyst study showed that 60% of women of color feel “on display” at work—like their value is tied to their identity rather than their skills. "It’s exhausting to be asked to represent DEI while wondering if the company even values you as a professional," says Sophia Chang, a DEI advocate.
Measuring the Wrong Metrics Many companies get stuck on surface-level numbers, like the percentage of diverse hires. But what about retention? Belonging? A Gartner report found that 50% of diverse hires leave within three years because they don’t feel included. DEI isn’t just about getting people in the door—it’s about making sure they want to stay.
Hopefully, this helps illustrate my earlier comment about companies “moving the furniture around the room” when it comes to DEI. Many programs are caught up in busy work that looks good on paper but fails to make any foundational impact. The harsh reality is that, for some organizations, if DEI doesn’t directly contribute to the bottom line, it doesn’t seem to "make sense" to keep it around.
Did we not learn anything from our Affirmative Action years? Don't answer that, I digress.
How to Fix What’s Broken
If we’re serious about DEI, we need to stop treating it like a box to check and start treating it like a mission. In my humble opinion, this is how we get there:
Put DEI at the Heart of the Business DEI isn’t just an HR initiative—it’s a business strategy. Companies like Salesforce tie executive bonuses to DEI goals. This has driven a 30% increase in leadership representation for underrepresented groups in just three years. When DEI becomes part of the company’s DNA, it thrives.
“What gets measured gets done,” says Marc Benioff, CEO of Salesforce.
Move Beyond Awareness to Action Raising awareness is great, but it’s not enough. Take Microsoft, for example: they revamped their hiring process to include structured interviews and diverse panels. The result? A 57% increase in Black and Hispanic hires within two years. That’s what happens when you pair intention with action.
Break Down Systemic Barriers Audit your policies. Are promotions fair? Is pay equitable? A PwC study found that closing pay gaps boosts employee satisfaction by 25%. Systemic change isn’t glamorous, but it’s what drives real progress.
"You can’t build equity on shaky ground," says Dr. Jennifer Eberhardt, social psychologist and author.
Invest in Inclusive Leadership Train leaders to create environments where all employees feel valued. Google’s "Re:Work" initiative, which focuses on psychological safety, led to a 15% improvement in team performance. When leaders model inclusion, it spreads throughout the organization.
Measure What Matters Metrics should go deeper than hiring stats. Measure inclusion, belonging, and equity. LinkedIn, for example, tracks inclusion through quarterly employee surveys, finding that teams with high inclusion scores outperform others by 21% in productivity.
Let’s Stop Rearranging the Furniture
Here’s the bottom line: DEI isn’t a quick fix, and it’s not about optics. It’s about creating environments where every employee can thrive, every perspective is valued, and every system supports equity.
As Dr. Carter puts it, “DEI isn’t a program—it’s a promise. A promise to build a culture that’s fair, inclusive, and built to last.”
The question isn’t whether your company has a DEI program—it’s whether it has the will to make it count. So, are you moving the furniture around, or are you ready to rebuild the foundation? The choice is yours but if you are wondering where you stand, ask your employees for full and atomic transparency.
Of course, this is just one man's opinion but as a person that has been in a corporate seat for a few years, I can say with 100% certainty, that I have seen this drama before. It all continues to dwindle until the next wave of loud voices makes itself apparent or the next social change demand happens.
What are your thoughts on DEI? I'm listening.
About the Author: Coach Kenn Wayne
Coach Kenn Wayne is the Senior Director of Advanced Perspectives Business Coaching. His group specializes in Diversity, Equity, and Inclusion (DEI), with a sharp focus on addressing the inefficiencies and pitfalls of traditional DEI programs. Known for his conversational yet impactful style, Coach Kenn blends research-driven insights with real-world applications to help organizations create lasting cultural change.
With decades of experience as a relationship coach, leadership consultant, and strategist, Coach Kenn excels at guiding teams and individuals toward growth, harmony, and authentic transformation. His expertise spans across leadership development, operational strategy, and human dynamics, making him a trusted advisor to businesses aiming to align DEI with their core mission.
Through his company, Coach Kenn empowers leaders to shift from performative gestures to purposeful action, proving that diversity and equity aren’t just moral imperatives but vital drivers of innovation and success.
When he's not helping organizations rebuild their DEI foundations, Coach Kenn provides life-changing relationship coaching, weaving his passion for human connection into everything he does. Whether working with companies or individuals, Coach Kenn's mission remains the same: to inspire meaningful change and build stronger, more inclusive communities.
If you’re ready to move from conversation to action, Coach Kenn Wayne is available for keynote speaking engagements, panel discussions, and advisory board opportunities. Let his experience and energy inspire your team, redefine your approach, and elevate your organization’s culture.
Book Coach Kenn today to turn your DEI vision into reality and inspire transformation at every level.
Coach Kenn Wayne
Senior Director - Advanced Perspective Business Coaching; LLC
p: 531-300-1324
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