having difficult conversations about diversity

No blame, no reasoning, no argument, just understanding. There are many well-written and informative books on how to have these important, crucial, and difficult conversations. It can be difficult – even painful – for some people to change the way they think and speak about culture in the workplace, so make sure you give them plenty of time and don’t rush them. Poornima Vijayashanker: There’s been a lot of talk and debate around the topic of diversity and inclusion. How to Have Difficult Conversations in the Classroom • Managing Hot Moments in the Classroom You look for reasons it is not doing well. At the end of the article, I list them. Often you feel like you’re running in circles, going over and over the same issues and not being heard. Are you also flying home? A natural extension is ongoing dialogue. Conversations about race are difficult and challenging because they are deeply emotional and trigger strongly held beliefs about identity and fairness. listening, being color-cognizant rather than color-blind, responding non-defensively, being open to learning, and self-reflecting about how personal and social identities can influence these interactions. Inclusion and Diversity: Having Difficult Conversations. Unsubscribe at any time. We won't send you spam. Your conversations will likely be different. If you understand, and you show that you understand, you can love, and the situation will change” — Thich Nhat Hanh. Ten Advisor Websites That Stand Out From the Crowd. Talking about inclusion is an emotional conversation. 3. View Larger Image. This story is published in Noteworthy, where thousands come every day to learn about the people & ideas shaping the products we love. We all have a desire to feel valued in the spaces we occupy — whether that is at work, home, or in entirely new environments. But if we know how to take care of them, they will grow well, like the lettuce. Diversity in the workplace is paramount, but when a colleague’s lack of buy-in has the power to demobilize the entire mission, you can find yourself on the wrong end of a bridge to nowhere. Finding Common Ground Begins with Conversations For a diverse workforce to feel included and heard, you have to begin by facilitating conversations that cultivate understanding. Just being aware of these deeper origins of student opinions—both for you … A 2016 study authored by David Broockman at Stanford University and Joshua Kalla at the University of California Berkeley found that a simple 10-minute, non-confrontational conversation could significantly help combat anti-transgender attitudes. “When you plant lettuce, if it does not grow well, you don’t blame the lettuce. Negotiate Anything Podcast; Ask With Confidence Podcast; About; Contact. But change is necessary for growth. For instance, support for diversity: As I mentioned in the beginning, we all benefit from diversity and inclusion. I recognize unconscious bias as an issue, but am not sure what to do about it, or how to talk about it within my organization . A Letter to Trump Voters on Your Recent Loss, Can America’s broken politics be fixed? Yet if we have problems with our friends or family, we blame the other person. LIVE 12/02/2020 01:30 PM ENCORE 12/04/2020 01:30 PM ON DEMAND 12/05/2020 All times listed are Eastern Standard Time (EST). , Simon Sinek argues that the most inspirational leaders motivate others to action by explaining why they do what they do (i.e., the purpose, cause, belief). Lea agrees, “Difficult conversations are opportunities for increased awareness, mutual understanding, and growth.”. So instead we should lean into the conflict and learn skills on how to effectively navigate the situation: Instead of getting surprised by conflict, expect it, and lean on management and facilitation skills that include listening, being color-cognizant rather than color-blind, responding non-defensively, being open to learning, and self-reflecting about how personal and social identities can influence these interactions. How to have conversations about race About this toolkit Our purpose is to drive commerce and prosperity through our unique diversity. As one of our first initiatives, we’re holding a town hall for XYPN members on how to have effective conversations on sensitive subjects like diversity. However, too often I have witnessed people seemingly offended at the very mention of them. While it feels like these tactics set the tone for “informed” and “balanced” conversations, these tactics can easily invalidate the experiences of others. Discussions of diversity issues are more critical than ever. Some of this might be less of a reaction to the ideas of diversity or inclusion, and more of a reaction to the conversation that typically accompanies them — a conversation that identifies something in our behavior or environment needing to change. Will they actually listen to my story about growing up as a Chinese-Ame… In doing so, consider how this allows you to gain some distance from your own experience, and consider how the other might interpret the same situation. We’re sharing something personal. And it happens under the premise of “challenging” assumptions, “sharing” valuable knowledge, or communicating a particularly “important” and divergent point of view. Diversity and Inclusion Support; Negotiation Guides; Podcasts. Subscribe to get our latest content by email. Frame the conversation in a way that puts you and the other person (or people) shoulder-to-shoulder, tackling a problem together. I believe these tactics arise because of discomfort with the challenge of new ideas and experiences, and those tactics may manifest as —. Idealism compelled me to write this and encourages me to continue creating spaces for conversations on allyship, diversity, and inclusion. Instead of getting surprised by conflict, , and lean on management and facilitation. People teams should consider the organisational culture, values and whether it has experience … And that starts with empathy. Namely, does having difficult conversations with those around you around biases and microaggressions. Conversation and group conversation are both practices we can get better at. What You Can Expect from Succeeding at these Conversations. We all have an inner voice that tells us when we need to have a difficult conversation with someone—a conversation that, if it took place, would improve life at the office for ourselves and for everyone else on our team. Here is what I … Anatasia Kim and Alicia del Prado. Banks backs up her claim by citing research that shows employees are more productive and exhibit stronger problem-solving skills when working in diverse groups. The answer is no, When The Racist Is Someone You Know and Love…. Get In Touch; Podcast Guest Application; Press; Guide: How to Have Difficult Conversations About Race. 2020-02-08T08:38:04-08:00 By Debbie Sorensen | Episodes, For Therapists, Social Change | 0 Comments. Having Difficult Conversations About Race in the Classroom. Some workplace conversations are just hard to have. The trial found that anti-trans sentiment declined and remained lower for the following three months. Blaming has no positive effect at all, nor does trying to persuade using reason and argument. And, I welcome the opportunity to speak with people who agree and disagree with me, because it helps me grow and learn. We’re very lucky to have conflicts resolution expert Maggie Lea of the Denver Foundation leading the discussion and helping us all understand what we can do to make these difficult conversations easier and more effective. So a challenge to an idea may be seen as a personal challenge as well. We have to do our part to be the change that we want to see, create safe spaces for these types of conversations and learn how effectively navigate difficult topics. Often you feel like you’re running in circles, going over and over the same issues and not being heard. It’s even harder to talk about differences when they’re about our identities. These conversations are not limited to those around race, religion or politics, but also include those common conversations in the workplace that can influence our experiences, for example, performance management or feedback discussions. Only after nailing down the “why” can you address how things need to be done and what the result will be. I joined XYPN’s diversity committee and spoke on its panel so I could be the change that I want to see in this industry. As an extremely left-brained person, I’ve found empathy incredibly hard. Using race relations at the University of Missouri as an example, according to Banks, it wasn’t the racist incidents themselves that caused the former president of the university system to lose his job. Some of this might be less of a reaction to the ideas of diversity or inclusion, and more of a reaction to the conversation that typically accompanies them — a conversation that identifies something in our behavior or environment needing to change. Talking about Diversity and Inclusion: How to Have Difficult Conversations, with Meg Bolger . In the Diversity Committee, I’ve found others who believe in the same goal and want to create a safe space for these things to take place. “Diversity” and “inclusion” do not have to be dirty words. After all, we are creatures of habit. It's never easy to share difficult information, but if you've developed a rapport with your direct report, it can make the conversation easier. Only after nailing down the “why” can you address how things need to be done and what the result will be. Programs like Courageous Conversations, Third Sector New England, and the Diversity Awareness Partnership help company leaders navigate these difficult discussions. A 2016 study authored by David Broockman at Stanford University and Joshua Kalla at the University of California Berkeley, Planning for Your First 12 Months as an RIA Owner: Part One, Considerations for Discretionary vs. In order to make these conversations less difficult and more effective, Lea suggests to get outside of ourselves and focus on the other person. In creating spaces where everyone feels they belong, companies can create a dynamic where brave conversations are valued and not dreaded. Avoiding these conversations will only make the problem worse. To practice diversity and inclusion, it is important that our teams understand the people within the organizations that live, look, and act differently from them. It was the fact that he failed to acknowledge and discuss the racist incidents on campus that created more of a problem. When people of various races, backgrounds and experiences enter the conversation, layers of difference can add even more tension to the dialogue. “Diversity” and “inclusion” do not have to be dirty words. ­­­You got tickets to Hamilton? Diversity and Inclusion: How To Navigate Conversations About Diversity And Inclusion in Tech Transcript. !” It’s a lot harder to talk about differences. You never blame the lettuce. When we respond to “diversity” or “inclusion” from a place of discomfort, we ultimately miss out on an opportunity to stimulate growth and learning within ourselves. Stepping out of your comfort zone to speak on issues surrounding diversity is a daunting task. offended at the very mention of them. “Without practice in something, confidence lacks, and fear often sets in.”. So much anxiety, shame, fear and vulnerability is involved. Get at least one and read it. employees are more productive and exhibit stronger problem-solving skills when working in diverse groups. Catalyst has developed guidelines for facilitating such tough and sensitive conversations—keeping in mind that it often takes both courage and humility to do so. The trial found that anti-trans sentiment declined and remained lower for the following three months. It’s important to enable employees to have difficult conversations to communicate across differences and build inclusive workplaces. I want to help spur ideas, conversations and actions that could improve all of our lives through inclusion. The basis of the study was a canvasser, who could be trans or not, asking people to put themselves in the shoes of trans people in order to combat anti-trans sentiment. Banks backs up her claim by citing research that shows. about how avoiding discussions about racial tension can lead to stakeholders feeling unheard, perpetuating a cycle of misunderstanding and misinformation. So much anxiety, shame, fear and vulnerability is involved. Helps people hear and share different perspectives and ideas that can inspire creative and motivation, Produces greater opportunities for professional and personal growth, Expands business opportunities in your local area and beyond. , mutual understanding, and growth. ” allyship, diversity, and inclusion Support ; Negotiation Guides ; Podcasts have. 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