Welcome to this week's episode of DEI After 5. Today, I decided to shift our focus slightly while still staying within the realm of diversity, equity, and inclusion (DEI). Specifically, I want to delve into the inclusion aspect and address a pressing issue I've been noticing: burnout among first-line and middle managers.Through my recent webinars, client conversations, and surveys, I've identified that burnout is less about the workload and more about the organizational culture. Middle managers, in particular, are feeling emotionally exhausted and unsupported. They are tasked with creating environments of psychological safety and inclusion but often don't receive the same support from their higher-ups.Three key themes have emerged:* Emotional Exhaustion and Lack of Support: Many middle managers feel they are not getting the support they need, which adds to their emotional burden.* Misalignment Between Actions and Words: There's a disconnect between what organizations say and what they do, leading to a lack of trust and increased burnout.* Need for Connection: Middle managers crave opportunities to connect, brainstorm, and realize they are not alone in their struggles.To address these issues, I suggest the following actionable steps:* Model the Pause: Leaders should demonstrate the importance of taking breaks and reflecting, setting an example for their teams.* Two-Way Feedback Loops: Create environments where feedback is encouraged and valued, and ensure it's not just top-down but also bottom-up.* Shift from Wellness Perks to a Culture of Wellness: Move beyond superficial wellness perks and foster a genuine culture of wellness within the organization.Additionally, always ask your team members, "What can I do to help you be successful here?" This shows that you value them as individuals and are committed to their growth and well-being.I hope these insights and tips help you build a more inclusive and psychologically safe environment within your organization. We'll continue to explore these topics in future episodes. Feel free to leave us a message with any topics you'd like us to cover. DEI After 5 is a reader-supported publication and podcast. To receive new posts and support my work, consider becoming a free or paid subscriber. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit <a href="https://deiafter5.substack.com/subscribe?utm_medium=podcast&#38;utm_campaign=CTA_2">deiafter5.substack.com/subscribe</a>

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