Normalizing Real Conversations
Diversity, Equity, Inclusion, and Belonging is not just the trend of today or tomorrow. They are topics (plural) that have always been around but, unfortunately, were not prioritized by most organizations because, at the time, many felt as though they just weren’t important enough.
Fast forward to May 2020, when anger, disappointment, and disbelief took over the world with the unjust “George Floyd moment.” Well, that moment wasn’t just a moment. It is an everyday experience that many of us face because of the color of our skin, religion, and even sexual orientation. The world has finally been brought up to some sort of speed in getting a glimpse of reality, my reality.
As an employee, who is a human first, I felt every emotion you could imagine, but as with others, I wondered, “How can I show up to work with this heaviness? Can I talk about this? Can I connect with my colleagues about it? Can we have a real conversation about it?” Thankfully at my organization, the answer was and still is yes. Having a space for real conversations to take place about DEIB (or lack of) that occur both in and outside the office, in whatever form it may take, is the norm.
For me, having a healthy outlet within my workplace allows me to further understand my emotions while also pouring energy into my work. Some days I’ve felt as though I couldn’t do both, and having that space has been equally as important. Because of this, I’ve not only been empowered to want to be the best in my role, but it also has made me become even more of an ambassador for my company, its brand, and its culture.
Below are a few tips to consider to help create that space for real conversations within your organization:
Assess Readiness
Every organization is at a different stage culturally; behavioral norms, organizational values, and an understanding of what DEIB means may look like an array of varieties. It’s critical to ask yourself, “Is our culture aligned in who we are and how we show up for each other?” Another question to ask is, “Is there a general baseline in understanding DEIB, its importance, and what it means to this organization?” These two questions will help to ascertain whether such sensitive topics that require conversation vulnerability will be met with understanding, productivity, and effectiveness.
Set Rules of Engagement
The level of humanness required to participate in an authentic conversation about DEIB is above and beyond. Let’s recognize that by setting some clear boundaries that align to your organization’s values and ways of working. Having these clear expectations help to build a solid foundation of trust, vulnerability, and space holding. Principles such as keeping confidentiality, active listening, and seeking to understand rather than judge, are a few that you can’t do without.
Get Comfortable Being Uncomfortable
These conversations are just that, conversations. However, many of the topics that are touched are sensitive, raw, and, quite frankly, draining. For some, this may yield a feeling of uncomfortability, and that is okay. It is how you encourage employees to deal with that uncomfortability that matters. How can you ensure it doesn’t lead to defensiveness or withdrawal? Let’s empower them to lean into that uncomfortability in order to stretch themselves in learning and growth.
Keep It Going
Employees want to know that they can be human at all times, not only while not working. What happens both in and out of the office impacts us all, and sometimes we simply need to process. Even if your organization hasn’t gotten it completely right, keep trying. Keep Going. Solicit feedback from employees to learn how you can continue to effectively normalize real conversations and improve. It may feel exhausting at times, but making room for these conversations should be baked into the fabric of every culture. It’s more than worth it.