Whether your company is just getting its start or growing an existing diversity and inclusion program, there are a number of critical conversations that will help convert your equity commitments into real impact. Some are small and informal and others need expert facilitation, but here are six conversations that help companies advance beyond problem-speak to driving real equity impact.
1. Let’s Talk About Race
In today’s environment, race is no longer a taboo topic to skate around or avoid. Instead, whether publicly acknowledged or not, employees are talking about race and companies are too. Organizations serious about a commitment to diversity will work to bring those conversations from the background to the forefront with expert help.
2. Let’s Talk About Unconscious Bias
Neuroscientists and management experts have researched and discussed the impact of bias on organizational culture. Where the conversation is often found missing, is at the impact point – with and among the leaders, people managers, and contributors who have the power to champion and demonstrate change. The bottom line: every company with an equity, anti-racism, or inclusion commitment must be prepared to educate and provide tools for combating unconscious bias.
3. Let’s Talk About Demystifying “Inclusive Leadership”
Today, every leader is under new pressure to be “inclusive;” but, what does inclusion mean? And, how do you model and promote inclusive behaviors as a leader? The truth is that there’s no cookie-cutter guide to actively demonstrating inclusive leadership. Inclusive leadership requires both education, constant introspection, and practice. The way to inclusive leadership is an active and ongoing conversation informed by effective models and tools.
4. Let’s talk About Stereotypes
Stereotypes—while innate in every culture—can be tremendously dangerous. The single stories we tell ourselves about others and the outside world can have a huge impact on how we think and learn, see the world, approach our work, and relate to others. Every organization aiming to drive inclusion and change is up against the stereotypes employees bring to the table. The only way to dismantle negative stereotypes is to create exposure and conversations about our single stories and how we can collectively disrupt them. Every diversity program needs to include bold, facilitated conversations about stereotypes that include and reach beyond race.
5. Let’s Talk About the Little Things a.k.a. Microaggressions
Today, when the biggest enemies of an inclusive culture are the small actions, comments, and decisions that echo from racist, misogynist, ableist, nativist, homoantagonist views or history – in diversity speak, these are commonly referred to as “microaggressions.” Bold conversations about the seemingly small, but poisonous expressions of oppression are essential to driving change in the workplace or elsewhere in our lives.
6. Let’s Talk About Healing in Action
As we vigorously and steadfastly advocate for a more inclusive and equitable world, our efforts must be centered on correcting oppressive societal norms and the recurring traumas they inflict. To do this, we have to expand beyond talking about problems. Two critical next-step conversations that must be included in every diversity and inclusion effort are “healing” and “action.”
How should organizations have these sensitive conversations?
If thinking about how you can positively engage in these conversations caused you some pause, that is good news. One of the riskiest ways to build a diversity and inclusion business function is to do it without expert help. Whether the team at en masse or credentialed, experienced help is essential in developing diversity, equity, and inclusion initiatives that drive transformation. To speak with an expert about your DEI needs, contact us today.
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