In this third segment of a four-part series, Natalie and Shanté shine a spotlight on how fluctuating commitments to Diversity, Equity, and Inclusion (DEI) truly affect the people at work. From a heartbreaking quote about a promotion “forced by DEI” to managers who don’t realize how alienating their comments can be, the hosts break down what these missteps cost organizations—both financially and in employee trust.Episode HighlightsDEI Confusion on the Ground: Real-world stories of employees who feel undermined and questioned because of DEI “hype” or “backlash” and the ripple effect of a manager telling an employee, “I was forced to promote you because of DEI.”The Human Toll of “Othering”: Why comments like “I detect an accent” can inadvertently damage trust and how single-focus questions or assumptions can leave people feeling alienated rather than included.Manager Training (or the Lack Thereof): Why many leaders are ill-equipped to navigate diverse teams and simple tactics (like having a consistent set of icebreaker questions) that can prevent awkward and hurtful exchanges.Employee Engagement and Quiet Quitting: How disrespectful or confusing workplace experiences drive people to “check out” and why underrepresented employees may opt out of promotions or professional development opportunities to avoid hostility.Turnover, Hiring, and Employer Brand: How negative internal culture spills into public forums (e.g., Glassdoor), deterring top talent from even applying and the hidden costs of turnover—and how DEI misalignment may be fueling your attrition rates.Key Takeaways:Lack of Clarity Harms Employees: Mixed messages about DEI leave employees confused about whether they’re valued for their skills or only their identity.Managers Shape Culture Daily: Thoughtless remarks can have huge emotional consequences, undermining trust and productivity.Quiet Quitting Is Real: Employees who feel discounted or “othered” lose engagement and ultimately move on—often silently and at a high cost to the organization.Practical Steps Count: Small actions like standardized icebreakers or mindful one-on-one conversations can drastically reduce miscommunication and culture slip-ups.Quote of the Episode“Being promoted is supposed to be a celebration. Hearing ‘I had to do it for DEI’ totally crushed me.” — Anonymous Focus Group ParticipantNext Episode Teaser:Shanté shares a leadership framework for embedding DEI into your organization without the chaos and confusion.Follow & Connect with us:Follow Natalie Norfus on LinkedIn: https://www.linkedin.com/in/natalienorfus/. Follow Shante Gordon on LinkedIn: https://www.linkedin.com/in/shantegordon/. Book a consultation with The Norfus Firm: https://thenorfusfirm.com/. Follow What’s the DEIL on Instagram: https://www.instagram.com/whatsthedeil/. Follow What’s the DEIL on TikTok: https://www.tiktok.com/@whatsthedeil. If you enjoyed this episode, don’t forget to subscribe, rate, and leave a review! Hosted on Acast. See acast.com/privacy for more information.

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