{"id":11308,"date":"2023-12-29T14:21:01","date_gmt":"2023-12-29T19:21:01","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=11308"},"modified":"2024-01-17T14:41:45","modified_gmt":"2024-01-17T19:41:45","slug":"listening-sessions-critical-part-dei-audit","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/listening-sessions-critical-part-dei-audit\/","title":{"rendered":"Listening Sessions: A Critical Part of Your DEI Audit"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"A diversity, equity, and inclusion (DEI) audit should be the first step in any organization\\'s DEI journey. The audit allows the company to understand where they are starting from and learn where they want to go. The findings of the audit should guide the goals and strategic priorities of the DEI office. Listening sessions are a critical part of any company-wide DEI audit. They provide deeper insight into employee perception of DEI at your organization. When conducted correctly, they can help pinpoint what your company is doing well and what challenges need to be addressed in priority order. However, there are several best practices practitioners must embed to ensure credible input is collected. What is a Listening Session? A listening session is akin to a focus group used in marketing or education research. Whereas a focus group might ask about an experience with a product or service, a listening session seeks to understand employee sentiment around company culture. Another important distinction is that focus groups may be conducted in-house, while listening sessions should be conducted by a third party whenever possible so participants feel able and comfortable to share freely. Participants in a listening session are asked to talk about their experiences inside the company, with several questions posed by the facilitator around culture, belonging, and DEI efforts. The end goal is to understand the strengths, opportunities, and challenges surrounding DEI as perceived by staff. Listening sessions typically last one hour and should include no more than 20 participants. They can occur in person or virtually, and we recommend that only active participants, the facilitator, and a notetaker attend the session.\u00a0 The Importance of Third-Party Facilitators Having a third-party facilitator conduct listening sessions is paramount to gaining unbiased input. Not all employees feel comfortable raising concerns or providing open feedback to internal personnel, especially their supervisor or company leadership. They may worry about facing retaliation for stating their concerns or may even have stories that involve the would-be internal facilitators. Employing a third-party facilitator helps foster a safe space. While third-party facilitators may have some idea of how DEI is going at the organization, they are less likely to bring in their own opinions than an internal facilitator. For instance, if the leader of an employee resource group (ERG) is leading sessions, they likely have a specific viewpoint on the impact of ERGs. If a session participant expresses confusion about an ERG\u2019s purpose, the ERG leader may feel inclined to push back or brush it off as unimportant. Third-party facilitators enable unbiased facilitation of the conversation and unbiased interpretation of the results. The Role of the Listening Session Facilitator The listening session facilitator has the ability to open the group up to robust and transparent discussion, but can also quickly shut down inappropriate or off-topic sharing. The primary role of the facilitator is to serve as a guide to participants: to pose questions, ask follow up questions, and ensure understanding of key points. They should allow active participation and opportunity for input while encouraging participants to share the microphone. For instance, if one person takes up too much space, the facilitator might ask others for input or politely ask the participant to allow others the opportunity to chime in.\u00a0 The facilitator should remain aware of any group dynamics and should ensure an environment of mutual respect and safety. The facilitator should ask clarifying questions when given information, rather than assuming meaning or intent. And finally, the facilitator should aid the notetaker in capturing important information. Because the facilitator is deeply embedded in the conversation, we recommend that a separate individual takes notes, to limit distractions. However, the facilitator can and should reiterate key points and draw attention to comments the notetaker should jot down. Sample Listening Session Questions As a best practice, listening session questions should be open-ended. You should also aim to avoid leading questions. A few sample questions are listed below. How are you feeling about Diversity, Equity, and Inclusion at __________ (organization)?\u00a0 Do you feel like you belong at __________ (organization)? What is __________ (organization) doing well in regard to Diversity, Equity, and Inclusion?\u00a0\u00a0 What could __________ (organization) do better from a Diversity, Equity, and Inclusion perspective? What challenges within the__________ (organization\u2019s) culture are you hearing from your peers?\u00a0 Would you recommend _______(organization) to your friends as a good place to work? Why or why not? Incorporating listening sessions into your DEI audit process can yield valuable insights that inform your organization\\'s efforts to promote diversity, equity, and inclusion. By following best practices and prioritizing open, unbiased communication, companies can create a more inclusive and supportive workplace for all employees.\u00a0 Interested in having our team facilitate listening sessions for your organization? Learn more. Kaela Sosa is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow Kaela on Linkedin to learn more.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">A diversity, equity, and inclusion (DEI) audit should be the first step in any organization&#8217;s DEI journey. The audit allows the company to understand where they are starting from and learn where they want to go. The findings of the audit should guide the goals and strategic priorities of the DEI office.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Listening sessions are a critical part of any company-wide DEI audit. They provide deeper insight into employee perception of DEI at your organization. When conducted correctly, they can help pinpoint what your company is doing well and what challenges need to be addressed in priority order. However, there are several best practices practitioners must embed to ensure credible input is collected.<\/span><\/p>\n<h2>What is a Listening Session?<\/h2>\n<p><span style=\"font-weight: 400;\">A <\/span><a href=\"https:\/\/thediversitymovement.com\/services\/listening-sessions\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">listening session<\/span><\/a><span style=\"font-weight: 400;\"> is akin to a focus group used in marketing or education research. Whereas a focus group might ask about an experience with a product or service, a listening session seeks to understand employee sentiment around company culture. Another important distinction is that focus groups may be conducted in-house, while listening sessions should be conducted by a third party whenever possible so participants feel able and comfortable to share freely.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Participants in a listening session are asked to talk about their experiences inside the company, with several questions posed by the facilitator around culture, belonging, and DEI efforts. The end goal is to understand the strengths, opportunities, and challenges surrounding DEI as perceived by staff.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Listening sessions typically last one hour and should include no more than 20 participants. They can occur in person or virtually, and we recommend that only active participants, the facilitator, and a notetaker attend the session.\u00a0<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-11316 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/01\/iStock-1461189392-1024x683.jpg\" alt=\"The senior adult female therapist listens carefully to the unrecognizable male group member.\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/01\/iStock-1461189392-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/01\/iStock-1461189392-600x400.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/01\/iStock-1461189392-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/01\/iStock-1461189392-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/01\/iStock-1461189392-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/01\/iStock-1461189392-2048x1365.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<h2>The Importance of Third-Party Facilitators<\/h2>\n<p><span style=\"font-weight: 400;\">Having a third-party facilitator conduct listening sessions is paramount to gaining unbiased input. Not all employees feel comfortable raising concerns or providing open feedback to internal personnel, especially their supervisor or company leadership. They may worry about facing retaliation for stating their concerns or may even have stories that involve the would-be internal facilitators. Employing a third-party facilitator helps foster a safe space.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While third-party facilitators may have some idea of how DEI is going at the organization, they are less likely to bring in their own opinions than an internal facilitator. For instance, if the leader of an employee resource group (ERG) is leading sessions, they likely have a specific viewpoint on the impact of ERGs. If a session participant expresses confusion about an ERG\u2019s purpose, the ERG leader may feel inclined to push back or brush it off as unimportant. Third-party facilitators enable unbiased facilitation of the conversation and unbiased interpretation of the results.<\/span><\/p>\n<h2>The Role of the Listening Session Facilitator<\/h2>\n<p><span style=\"font-weight: 400;\">The listening session facilitator has the ability to open the group up to robust and transparent discussion, but can also quickly shut down inappropriate or off-topic sharing. The primary role of the facilitator is to serve as a guide to participants: to pose questions, ask follow up questions, and ensure understanding of key points. They should allow active participation and opportunity for input while encouraging participants to share the microphone. For instance, if one person takes up too much space, the facilitator might ask others for input or politely ask the participant to allow others the opportunity to chime in.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The facilitator should remain aware of any group dynamics and should ensure an environment of mutual respect and safety. The facilitator should ask clarifying questions when given information, rather than assuming meaning or intent. And finally, the facilitator should aid the notetaker in capturing important information. Because the facilitator is deeply embedded in the conversation, we recommend that a separate individual takes notes, to limit distractions. However, the facilitator can and should reiterate key points and draw attention to comments the notetaker should jot down.<\/span><\/p>\n<h2>Sample Listening Session Questions<\/h2>\n<p><span style=\"font-weight: 400;\">As a best practice, listening session questions should be open-ended. You should also aim to avoid <\/span><a href=\"https:\/\/blog.hubspot.com\/service\/leading-questions\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">leading questions<\/span><\/a><span style=\"font-weight: 400;\">. A few sample questions are listed below.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How are you feeling about Diversity, Equity, and Inclusion at __________ (organization)?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do you feel like you belong at __________ (organization)?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What is __________ (organization) doing well in regard to Diversity, Equity, and Inclusion?\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What could __________ (organization) do better from a Diversity, Equity, and Inclusion perspective?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What challenges within the__________ (organization\u2019s) culture are you hearing from your peers?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Would you recommend _______(organization) to your friends as a good place to work? Why or why not?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Incorporating listening sessions into your DEI audit process can yield valuable insights that inform your organization&#8217;s efforts to promote diversity, equity, and inclusion. By following best practices and prioritizing open, unbiased communication, companies can create a more inclusive and supportive workplace for all employees.\u00a0<\/span><\/p>\n<p><strong>Interested in having our team facilitate listening sessions for your organization? <a href=\"https:\/\/thediversitymovement.com\/services\/listening-sessions\/\">Learn more.<\/a><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/team\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><b><i>Kaela Sosa<\/i><\/b><\/a><i><span style=\"font-weight: 400;\"> is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow <\/span><\/i><a href=\"https:\/\/www.linkedin.com\/in\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Kaela<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> on Linkedin to learn more.<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>A diversity, equity, and inclusion (DEI) audit should be the first step in any organization&#8217;s DEI journey. The audit allows the company to understand where they are starting from and15<\/p>\n","protected":false},"author":13,"featured_media":11316,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[59,58],"tags":[],"tdm_type":[92,91],"class_list":["post-11308","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-data-measurement","category-trends-industry-insights","tdm_type-articles","tdm_type-checklists"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Listening Sessions are a Critical Part of Your DEI Audit<\/title>\n<meta name=\"description\" content=\"Learn best practices for conducting a listening session, so you can pinpoint what your company is doing well and what are its DEI challenges.\" \/>\n<meta name=\"robots\" content=\"index, follow, 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