Mastering Difficult Conversations in the Workplace: A Guide to Inclusivity

In the wake of recent societal shifts, engaging in difficult conversations has become more crucial than ever. The postelection season in the United States has seen a rise in reports of hate speech and bias-based actions, leaving many individuals from diverse communities feeling unsafe and vulnerable. In these uncertain times, the role of employers in fostering inclusive workplaces is paramount.

The Role of Employers in Fostering Inclusivity

Historically, leading corporations have been at the forefront of civil rights, setting groundbreaking precedents. For instance, in 1968, the CEO of Xerox pledged to hire more African American managers, and in 1969, Xerox founded the first racial minority employee resource group in the country. More recently, in 2015, CEOs of 45 companies filed an amicus brief with the Supreme Court in support of retaining affirmative action in higher education, emphasizing the critical role of diversity in business success.

Many CEOs continue to set progressive agendas, including sending postelection messages to employees reaffirming their commitment to diverse and inclusive workplaces. A natural extension of this commitment is fostering ongoing dialogue. Enabling employees to have difficult conversations is essential for communicating across differences and building inclusive workplaces.

Guidelines for Facilitating Difficult Conversations

Catalyst has developed guidelines for facilitating tough and sensitive conversations, which often require both courage and humility. The guide, “Engaging in Conversations about Gender, Race, and Ethnicity in the Workplace,” offers ground rules, identifies roadblocks, and provides tips for making progress.

Ground Rules for Effective Dialogue

Assume Positive Intent: Even when holding opposing views, it’s important to assume that the other party has good intentions.
Engage in Interactive Dialogue: Active listening is crucial. Avoid turning the conversation into a debate.
Demonstrate Cultural Humility: Do not assume you know everything about the other party’s background. Be open, transparent, and willing to admit mistakes.

Overcoming Roadblocks

One common roadblock is the perception that there is no benefit in talking. Reflect on past experiences discussing differences and identify any positive outcomes. Consider what actions led to these outcomes and how more of these conversations can be encouraged. It’s also important to reflect on what happened when conversations became heated or uncomfortable. Did people shut down or speak up? What might have encouraged people to keep talking? Avoid assigning blame.

Another roadblock is the fear of negative consequences. For example, someone from an underrepresented group may be labeled as “too sensitive” when discussing perceived slights against their community. Minimizing someone’s experiences can raise tensions, lead to defensiveness, and reinforce exclusion, shutting down authentic conversation. Those from majority groups should empathize and be open to learning more about others’ experiences. A useful conversation starter can be, “I know this is important to you. I’d like to understand more about your feelings.”

The Impact of Inclusive Conversations

Having these conversations will not only reinforce workplace inclusion but also provide powerful examples for other workplaces and settings, offering a strong bulwark against hate and intolerance.

For more information, visit Catalyst, the leading nonprofit organization accelerating progress for women through workplace inclusion.