Author: April Ogden, Founder and CEO, It’s Your Outcome

Insights from It’s Your Outcome Career Coaching

Imagine this: your organization rolls out a shiny new DEI initiative. The budget is approved, the training sessions are scheduled, and the leadership team is optimistic. But six months later, employees still feel excluded, and leaders are scratching their heads, wondering, “What went wrong?”

Sound familiar?

You’re not alone. Every year, companies spend millions on diversity, equity, and inclusion (DEI) programs, yet the results often fall short of expectations. Despite the effort, many employees still don’t feel seen or valued, and leaders are left searching for answers.

I’ve seen it happen too many times. And it’s not because people don’t care—it’s because traditional approaches often don’t address the deeper barriers holding progress back.

In this blog, I’ll break down why DEI efforts often fail, share real-world examples of what works, and give you practical steps you can take today to create meaningful, lasting change.

The Five Barriers to Progress

Through consulting, I’ve identified five major roadblocks that stop organizations in their tracks:

1. No clear goals or metrics: Without measurable outcomes, it’s impossible to track progress.
2. Training that misses the mark: Workshops sound good on paper but often fail to drive lasting behavior change.
3. Leadership disengagement: Leaders want results but don’t always know how to model inclusivity.
4. Limited resources: DEI is often underfunded, leaving teams to do a lot with very little.
5. Cultural resistance: Change can feel scary, especially for those unsure of what it means for them.

While all of these barriers matter, one stands out as particularly critical—and often misunderstood: training.

Why Traditional DEI Training Falls Short

When organizations think about DEI, the first thing they often invest in is training. And while training is important, it’s also where I see the biggest gap between effort and impact.

Consider this: A recent Gallup survey found that nearly 80% of employees who participated in diversity programs said it did little to change their day-to-day behavior. Why?

It feels like a checkbox: Employees show up because they have to, not because they see the value.

1. It’s often a one-and-done approach: Inspiration fades quickly without follow-through.
2. It doesn’t feel actionable: Leaders leave sessions wondering, “But what do I do with this?”

One leader I worked with earlier this year said it best:

“We’re told to be inclusive, but no one tells us how. So we just hope for the best and move on to the next thing.”

The result? Employees feel frustrated, leaders feel unsupported, and the momentum dies out before any real change can happen.

Overcoming Resistance to Change

Let’s face it: Change can feel uncomfortable. Even well-meaning employees and leaders sometimes resist DEI initiatives because they’re unsure what’s expected of them or they don’t know how to initiate daily inclusion actions.

That’s why I developed the Bridge to Inclusion Framework. It  goes beyond checklists. It focuses on building trust and inviting people into the process.

The Cost of Inaction

Here’s the truth: Doing nothing isn’t neutral—it’s costly.

When organizations fail to act, they risk:

• Losing top talent.
• Damaging their reputation.
• Missing out on innovation and collaboration.

On the flip side, organizations that invest in inclusion see stronger engagement, better team performance, and higher employee satisfaction.

The question isn’t whether to act—it’s how to start.

Let’s Take the First Step Together

If your organization has been pouring resources into DEI programs but isn’t seeing the results you hoped for, it’s time to rethink your approach. You don’t need more meetings or bigger budgets—you need strategies that empower people to take meaningful action, starting today.

I invite you to download my free guide, “5 Everyday Practices for Inclusive Leaders,” or schedule a consultation to explore how the Everyday Bridge to Inclusion Framework can transform your team. Together, we can build workplaces where everyone belongs—and thrives.

Have thoughts or questions? Contact us—I’d love to hear from you!