I’ll admit, I’ve asked myself more than once, “Does it ever get any easier?” So many of my clients and leaders the world over — despite the cumulative hours and hours of training on diversity and inclusion — still have trouble authentically engaging with the subject matter.
One of the big problems with a lack of confidence when speaking to this very real, very important challenge is that if you have a fear of discussing diversity in an honest and meaningful way, your employees will know it. There’s no faking your way on this subject.
All too often, the fear of lack of authenticity will result in your people avoiding discussions about differences because they, perhaps like you, are afraid of unintentionally offending others.
Most of these fear perceptions can be lumped into one of three main categories. Some of the worries that fall under an organizational umbrella would be being punished for raising uncomfortable issues at work or being placed on the shortlist for downsizing because of making waves.
Another main categorical umbrella would be cultural. This would include the fears of the ramifications of different communication styles and different conflict styles between people from different backgrounds.
The largest category is personal. Employees can be afraid of unintentionally offending another, or being ridiculed for asking honest, relevant questions about others in the workplace.
There are many misperceptions about aspects of diversity in society as a whole, and that is reflected in the workplace. There have been historical relationships between different groups that have resulted in distrust, inequality, mistreatment and exclusion. A well-intentioned discussion can end up with everyone feeling uncomfortable.
When talking about challenging topics such as diversity, some important guidance includes:
- State your intentions.
- Remember what your top priority in the conversation is, and don’t let your emotions override that.
- Do your research.
- Don’t make your argument oppressive against other groups.
It has been my experience in workshops with several Fortune 500 companies that exorcising the fear of talking about diversity is a common hurdle. There isn’t a shortcut for an honest and meaningful diversity program in your company.
If you want your company to be held up as positive role model for implementing cultural competence, you’re going to have to put in the work. Everyone in your institution must be empowered to speak. Like anything else, you can talk the talk, but can you walk the walk? You have to demonstrate inclusive behaviors from the top all the way down. Everyone must commit to valuing individual differences, giving and seeking feedback, accepting responsibility for their own actions and taking a stand on inappropriate behaviors.
It is important to remember when discussing a subject that has the potential to make so many colleagues anxious that as a leader, it is your responsibility to show control, remain dispassionate and neutral and be objective and calm. Be the voice and be the example. Most of all, be respectful.
This article has previously been featured on Forbes