{"id":3484,"date":"2021-05-04T14:07:37","date_gmt":"2021-05-04T18:07:37","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=3484"},"modified":"2023-12-12T15:15:57","modified_gmt":"2023-12-12T20:15:57","slug":"promoting-constructive-conversations-about-diversity-at-work","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/promoting-constructive-conversations-about-diversity-at-work\/","title":{"rendered":"Guest Blog: Can We Talk? Promoting Constructive Conversations about Diversity at Work"},"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(\"Asking questions of one\u2019s coworkers is a business basic and a common, everyday occurrence. Successful companies foster a culture where all employees feel comfortable openly communicating. In particular, diversity, equity, and inclusion (DEI) programs help ensure that employees experience their workplace as a safe and supportive environment for talking with teammates. Nevertheless, when an employee directs a question to a coworker about a particular group of people because they perceive their coworker to be part of that group, the conversation may quickly become uncomfortable. While the asker may feel their question is innocent and\/or well-intentioned, the person being asked may experience the question as overly intrusive or even painful. The question itself may create a sense of power or privilege imbalance between the questioner and the questioned \u2013 whether it concerns race, ethnicity, religion, disability, or any other facet of diverse life experience. The person asked may feel forced into the unreasonable position of being spokesperson for an entire group. These kinds of questions may generate the feeling in those who are asked that \u201cit\u2019s not my job to educate you\u201d \u2013 meaning people who face discrimination should not also be made to bear the burden of educating those from groups that bring discrimination to bear.\u00a0 If you are a DEI leader at your company, it is your job to be an educator. What realistic and practical steps can you take to help employees replace these dead-end Q&As with constructive and inclusive conversations? At the corporate level, what can you do to integrate DEI values into all aspects of your company\u2019s operations? Regarding one-on-one employee conversations, let\u2019s look at three common, real-world scenarios: Scenario #1: It\u2019s Personal A co-worker asks their colleague a personal question, such as: \u201cWhat happened when you first told your parents that you\u2019re gay?\u201d Suggestions to DEI Leaders: As a DEI educator, reassure all employees that your company considers each person\u2019s unique diversity and life experiences to be just that \u2013 personal. Employees are responsible for being collaborative co-workers, but not for sharing information they\u2019d rather keep private. Using this or similar examples, discuss how personal questions of a co-worker can be intrusive, stressful, or even painful. Offer your employees ways to respectfully deflect personal questions with brief, general responses, such as: \u201cWithout going into my personal situation, I know many people whose families were not understanding or accepting, at least initially. But each person\u2019s story is unique.\u201d Suggest to employees that bringing their questions to employee resource groups (ERGs), within your organization can help everyone to become better educated and supported. Scenario #2: Global Questions\u00a0 A co-worker asks their colleague a global question, such as: \u201cWhat do people with your physical disability think should be changed in our society? Suggestions to DEI Leaders: As a DEI educator, reinforce to all employees that one individual cannot be expected to serve as the spokesperson or sociological expert for everyone in a societal group. Discuss how these kinds of questions tend to position questioned co-workers as part of a less privileged group relative to the questioner. Offer your employees ways to respectfully answer such questions from their individual perspective, such as: \u201cI obviously can\u2019t speak on behalf of millions of others, but I can give you my personal opinion, if that\u2019s what you\u2019re asking.\u201d Again, suggest that employees with questions seek more information and support from ERGs within your organization. Scenario #3: Keeping it Work-Related A co-worker asks their colleague a work-related DEI question such as: \u201cHow do you think our company\u2019s products\/services can best serve people in the [fill-in-the-blank] community?\u201d\u00a0 Exploring the answers to these kinds of questions adds tremendous value to your company by leveraging the positive power of diversity effectively. Suggestions to DEI Leaders: As a DEI educator, confirm to all employees that your company\u2019s commitment to diversity and inclusion includes building a workforce that mirrors the communities you serve. Discuss how a diverse workforce can be an incredible asset and a source of valuable insights for gaining and retaining great customer relationships. Offer employees avenues for sharing their input with relevant managers and internal teams. For example, if a new office is scheduled to open in an employee\u2019s home neighborhood, or an ad campaign is under development focused on their community, connect employees with the relevant project team(s) to share their insights and recommendations. At a corporate level, here are additional suggestions for what you can do as a DEI leader to turn employee questions into productive conversations:\u00a0 Consider creating employee resource groups, also known as ERGs, organized around diverse community segments. These groups can ensure a point of inclusion, connection, and pride for employees who identify with the group. ERGs can be an asset to your company by providing guidance and insights in areas including corporate policies and messaging, marketing communications, new business development, customer relationship development, and recruiting strategy. For these reasons and more, it is a best practice to integrate ERGs directly into your business strategy. ERGs can also serve as an educational resource for employees seeking to increase their knowledge and understanding \u2013 a constructive alternative to expecting an individual colleague to fulfill that role. Support the vitality of these groups by providing budget for community-related events, memberships in relevant local or national groups, or attending conferences. These points of connection will enrich your company\u2019s DEI culture. Advise employees to seek guidance from Human Resources (HR) should they experience a DEI-related issue on the job. Advocate for diversity in the staffing of your HR Department so that it mirrors the diversity of your workforce. Provide DEI training for your company\u2019s HR team. Encourage a collaborative, teamwork approach where each HR team member is cross-trained in cultural competency with multiple diverse communities. Encourage a collaborative relationship between your company\u2019s HR and DEI teams. For example, HR can share de-identified feedback regarding any DEI concerns brought to them by employees. In times of community crisis that affect your workforce \u2013 for example, natural disasters or civil unrest\u2014your DEI and HR teams can co-sponsor voluntary group sessions that provide employees with an opportunity to connect for discussion and support. As a next step, consider where your employees turn today with their DEI-related questions. Use one or more of the above suggestions to ensure that they have access to constructive conversations and helpful answers. Susan Unger is a TDM partner and senior management consultant who specializes in assisting client organizations to grow profitably. For more than 20 years, Susan has served nonprofit organizations, foundations, and businesses in California, Oregon, and nationally.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">Asking questions of one\u2019s coworkers is a business basic and a common, everyday occurrence. Successful companies foster a culture where all employees feel comfortable openly communicating. In particular, diversity, equity, and inclusion (DEI) programs help ensure that employees experience their workplace as a safe and supportive environment for talking with teammates.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nevertheless, when an employee directs a question to a coworker about a particular group of people because they perceive their coworker to be part of that group, the conversation may quickly become uncomfortable. While the asker may feel their question is innocent and\/or well-intentioned, the person being asked may experience the question as overly intrusive or even painful. The question itself may create a sense of power or privilege imbalance between the questioner and the questioned \u2013 whether it concerns race, ethnicity, religion, disability, or any other facet of diverse life experience. The person asked may feel forced into the unreasonable position of being spokesperson for an entire group.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8874 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png\" alt=\"TDM Library. Your one-stop-shop for update DEI Resources. Explore with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">These kinds of questions may generate the feeling in those who are asked that <strong>\u201cit\u2019s not my job to educate you\u201d<\/strong> \u2013 meaning people who face discrimination should not also be made to bear the burden of educating those from groups that bring discrimination to bear.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you are a DEI leader at your company, it <\/span><i><span style=\"font-weight: 400;\">is<\/span><\/i><span style=\"font-weight: 400;\"> your job to be an educator. What realistic and practical steps can you take to help employees replace these dead-end Q&amp;As with constructive and inclusive conversations? At the corporate level, what can you do to integrate DEI values into all aspects of your company\u2019s operations?<\/span><\/p>\n<p><b>Regarding one-on-one employee conversations, let\u2019s look at three common, real-world scenarios:<\/b><\/p>\n<h3><b>Scenario #1: It\u2019s Personal<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A co-worker asks their colleague a <\/span><i><span style=\"font-weight: 400;\">personal<\/span><\/i><span style=\"font-weight: 400;\"> question, such as: \u201cWhat happened when you first told your parents that you\u2019re gay?\u201d<\/span><\/p>\n<h5><b>Suggestions to DEI Leaders:<\/b><\/h5>\n<ul>\n<li><span style=\"font-weight: 400;\">As a DEI educator, reassure all employees that your company considers each person\u2019s unique diversity and life experiences to be just that \u2013 personal. Employees are responsible for being collaborative co-workers, but not for sharing information they\u2019d rather keep private.<\/span><\/li>\n<li>Using this or similar examples, discuss how personal questions of a co-worker can be intrusive, stressful, or even painful.<\/li>\n<li>Offer your employees ways to respectfully deflect personal questions with brief, general responses, such as: \u201cWithout going into my personal situation, I know many people whose families were not understanding or accepting, at least initially. But each person\u2019s story is unique.\u201d<\/li>\n<li>Suggest to employees that bringing their questions to employee resource groups (ERGs), within your organization can help everyone to become better educated and supported.<\/li>\n<\/ul>\n<h3><b>Scenario #2: Global Questions\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A co-worker asks their colleague a <\/span><i><span style=\"font-weight: 400;\">global<\/span><\/i><span style=\"font-weight: 400;\"> question, such as: \u201cWhat do people with your physical disability think should be changed in our society?<\/span><\/p>\n<h5><b>Suggestions to DEI Leaders:<\/b><\/h5>\n<ul>\n<li><span style=\"font-weight: 400;\">As a DEI educator, reinforce to all employees that one individual cannot be expected to serve as the spokesperson or sociological expert for everyone in a societal group.<\/span><\/li>\n<li>Discuss how these kinds of questions tend to position questioned co-workers as part of a less privileged group relative to the questioner.<\/li>\n<li>Offer your employees ways to respectfully answer such questions from their individual perspective, such as: \u201cI obviously can\u2019t speak on behalf of millions of others, but I can give you my personal opinion, if that\u2019s what you\u2019re asking.\u201d<\/li>\n<li>Again, suggest that employees with questions seek more information and support from ERGs within your organization.<\/li>\n<\/ul>\n<h3><b>Scenario #3: Keeping it Work-Related<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A co-worker asks their colleague a <\/span><i><span style=\"font-weight: 400;\">work-related<\/span><\/i><span style=\"font-weight: 400;\"> DEI question such as: \u201cHow do you think our company\u2019s products\/services can best serve people in the [fill-in-the-blank] community?\u201d\u00a0 Exploring the answers to these kinds of questions adds tremendous value to your company by leveraging the positive power of diversity effectively.<\/span><\/p>\n<h5><b>Suggestions to DEI Leaders:<\/b><\/h5>\n<ul>\n<li><span style=\"font-weight: 400;\">As a DEI educator, confirm to all employees that your company\u2019s commitment to diversity and inclusion includes building a workforce that mirrors the communities you serve.<\/span><\/li>\n<li>Discuss how a diverse workforce can be an incredible asset and a source of valuable insights for gaining and retaining great customer relationships.<\/li>\n<li>Offer employees avenues for sharing their input with relevant managers and internal teams. For example, if a new office is scheduled to open in an employee\u2019s home neighborhood, or an ad campaign is under development focused on their community, connect employees with the relevant project team(s) to share their insights and recommendations.<\/li>\n<\/ul>\n<h5><b>At a corporate level, here are additional suggestions for what you can do as a DEI leader to turn employee questions into productive conversations:<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Consider creating <strong>employee resource groups<\/strong>, also known as ERGs, organized around diverse community segments. These groups can ensure a point of inclusion, connection, and pride for employees who identify with the group.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ERGs can be an asset to your company by providing guidance and insights in areas including corporate policies and messaging, marketing communications, new business development, customer relationship development, and recruiting strategy. For these reasons and more, it is a best practice to integrate ERGs directly into your business strategy.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ERGs can also serve as an educational resource for employees seeking to increase their knowledge and understanding \u2013 a constructive alternative to expecting an individual colleague to fulfill that role.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Support the vitality of these groups by providing budget for community-related events, memberships in relevant local or national groups, or attending conferences. These points of connection will enrich your company\u2019s DEI culture.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Advise employees to seek guidance from Human Resources (HR) should they experience a DEI-related issue on the job.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Advocate for diversity in the staffing of your HR Department so that it mirrors the diversity of your workforce.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide DEI training for your company\u2019s HR team. Encourage a collaborative, teamwork approach where each HR team member is cross-trained in cultural competency with multiple diverse communities.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Encourage a collaborative relationship between your company\u2019s HR and DEI teams. For example, HR can share de-identified feedback regarding any DEI concerns brought to them by employees. In times of community crisis that affect your workforce \u2013 for example, natural disasters or civil unrest\u2014your DEI and HR teams can co-sponsor voluntary group sessions that provide employees with an opportunity to connect for discussion and support.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">As a next step, consider where your employees turn today with their DEI-related questions. Use one or more of the above suggestions to ensure that they have access to constructive conversations and helpful answers.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8047 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><em><a href=\"https:\/\/www.linkedin.com\/in\/susanungermasterstrategy\/\" target=\"_blank\" rel=\"noopener\">Susan Unger<\/a> is a TDM partner and senior management consultant who specializes in assisting client organizations to grow profitably. For more than 20 years, Susan has served nonprofit organizations, foundations, and businesses in California, Oregon, and nationally.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Asking questions of one\u2019s coworkers is a business basic and a common, everyday occurrence. Successful companies foster a culture where all employees feel comfortable openly communicating. In particular, diversity, equity,15<\/p>\n","protected":false},"author":2,"featured_media":3489,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[67,5],"tags":[],"tdm_type":[92],"class_list":["post-3484","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-language-communication","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Guest Blog: Can We Talk? Promoting Constructive Conversations about Diversity at Work - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"What realistic steps can you take to help employees replace Q&amp;As with constructive and inclusive conversations? 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