Facilitating Diversity Dialogues in the Workplace Organizations are navigating unfamiliar discussions between leadership, employees and customers. During employee onboarding, clearly communicate why your company cares about D&I, how you define it, and steps you’re taking to foster belonging in the workplace. Beyond that there are several mistakes we see as we look through strategy or plans moving forward. Effective Workplace Conversations on Diversity, When Employers Can Require COVID-19 Vaccinations, EEOC Priorities May Change Under a Biden Administration, Viewpoint: How to Manage Someone Whose Life Has Been Upended, Respect but Don't Accept Negative Employee Attitudes, COVID-19-Related Legal Questions Keep Coming, Employees Still Perplexed by HSA Plans During Open Enrollment. It’s a scary topic for a lot of executives for a lot of communications leaders for a lot of marketing and HR leaders. The Importance of Diversity and Inclusion in the Workplace. Hence, the following are suggestions for facilitating productive conversations on race in the workplace. When people know each other and have established trust, it's far easier to have difficult conversations or ask for help. If you’re not talking about this or not thinking through your organization’s role and where your leaders can take hold, I would urge you to start. Kasey Panetta, Gartner Senior Content Marketing Manager, interviews Lauren Romansky, Managing Vice President of the Gartner Human Resource practice, to learn the biggest mistakes organizations and executives need to avoid to truly transform the organization. Seminar topics include understanding unconscious bias and practicing thoughtful allyship. We can teach about diversity and inclusion through the process of how we facilitate. Applicants now have the option to test from home. As a result of these changes, diversity is more prevalent in schools and in the workplace. Key mistakes to avoid to promote diversity equity and inclusion in the workplace amid a changing climate. Here, inspiring—and powerful—Black leaders shed insight and guide how to talk about racism at work, right now. There’s the health crisis, first of all, and no one has ever led through anything quite like that before: It’s disrupting how we work together, how we engage with our customers and suppliers. In fact, according to the Department of Labor, only 12 percent of private sector employees have access to paid family leave. #DEI Nina Cataldo, a mixed-raced, white-passing woman was inspired to facilitate D&I discussions because of her personal experience being hafu, (half Japanese) in Japan.Starting in 2017, she has been developing workshops and events about the hafu experience and founded the Hafu Ladies Group designed to foster a global community for half Japanese women. If the organization’s intention was that they cared about diversity and inclusion, you could communicate that through your values, and employees would see that and connect with it and find engagement and dedication. Some Gartner clients can read more in Diversity, Equity and Inclusion Primer for 2020. It can be used in conventional workplaces, community groups, faith organisations, sporting clubs as well as other organisations. Introduce diversity and inclusion early on in the employee life cycle. These 2 days guarantee to be an informative, interactive and an essential skill-building workshop that will change the way you view and manage conflict for good! To do so successfully, we need to acknowledge—and work through—roadblocks (i.e., beliefs, attitudes, or experiences) that can stifle progress. View key toolkits, policies, research and more on HR topics that matter to you. But deciding to engage in a productive manner will have a greater impact on workplace relationships than neglecting to do so. In building an inclusive culture in the workplace, we strive to make employees feel supported to be their true selves. You don’t just need to have diversity, you have to have inclusion to actualize it. Managers can share tips and resources with members of their network, which will enable them to have the latest insights on how to facilitate conversations about race in the workplace. The prerequisites to engage in bold, inclusive conversations, include: Fostering self and other understanding by examining our culture, biases and worldviews. Top tip: train up or hire an experienced workshop facilitator to keep the conversation on track. The diversity toolkit outlined here may be used as a guideline and can be modified to better fit your group’s unique needs. I think organizations that don’t engage on this topic may not realize that they’re making a decision by not engaging. But beyond metrics, the benefits of workplace diversity … This will allow everyone to start the conversations on the same page and ensure that the participants have a foundation upon which to build future knowledge. As employees across the globe engage in discussions of racial justice, leaders are seizing this moment to consider their roles and opportunities to advance diversity, equity and inclusion at their organizations. Facilitating in ways that create learning environments where people feel respected and valued, regardless of their group memberships, models the types of inclusive environments we are working to create in our organizations. Members can get help with HR questions via phone, chat or email. And then, more recently, this racial injustice crisis, and many of these injustices have been there all along. Unprecedented seems to be the keyword of 2020, and it certainly applies here, too. While it feels like these tactics set the tone for “informed” and “balanced” conversations, these tactics can easily invalidate the experiences of others. Courageous Conversations is the group’s award-winning framework, which engages and deepens productive interracial conversations for individuals and organizations. } ​"Hey, Mariam, how was your Kwanzaa?" I think that the killings of Ahmaud Arbery, Breonna Taylor, George Floyd and others have brought those conversations to the dinner table and to the office. These While there have been many points in history where society reflects on expectations of diversity and inclusion, the summer of 2020 has presented a real opportunity for change. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { So in all of the ways that I think diversity has always been important in terms of driving the business outcomes we need, it’s just faster and a much higher-stakes table now. Ask the Experts: What to Consider Before Shifting Positions to Remote, Gartner Top 10 Strategic Predictions for 2021 and Beyond, Act Now to Bolster Protections Against Sexual Harassment, specifically shifting those actions and accountability to the business, diversity has always been important in terms of driving the business outcomes, Diversity, Equity and Inclusion Primer for 2020, Making the Case for D&I During an Economic Downturn, Diversity and Inclusion Resources for HR Professionals Primer for 2020, Building the Business Case for D&I in Your Client Groups, Gartner Top 10 Strategic Technology Trends for 2018, Gartner’s Top 10 Strategic Technology Trends for 2017, Top Trends in the Gartner Hype Cycle for Emerging Technologies, 2017, Gartner Top 10 Strategic Technology Trends for 2019. Prioritize digital business efforts to be future-ready. I turned to my computer screen and pretended that this uncomfortable interaction never occurred. Positive, healthy relationships also foster effective communication in the workplace. We’ve heard time and time again that the worst conversation to have right now is the one you don’t have. We’ve seen organizations talk about equity, talk about belonging, engagement, innovation and other words that are attached to their specific business context. Proactively identify where skill gaps will emerge and what critical... Get actionable advice in 60 minutes from the world's most respected experts. There are definitely a lot of bright spots. There are many valuable resources here. According to a SHRM Online article on diversity councils, "Leading organizations increasingly see business value—and results—from their efforts to link diversity and inclusion to their business strategy." Women aren’t guaranteed paid maternity leave. ; Black Americans are twice as likely to be unemployed … Succeed in facilitating workplace conversations by refining and increasing your skills and mindset. Dr. Kathy Obear is a social justice educator and organizational change facilitator. It is important to engage your HR teams early on, so that they can assist with facilitating any conversations and for them to provide the necessary data to complete an employee diversity and salary assessment leverage data that is typically sent to the EEOC. While it is designed to be useful as a ‘proactive’ document, it can also be used to assist in facilitating conversations about racism after an incident has occurred. And, in fact, heads of DEI, who used to be pushing for change, are now receiving so many inbound requests for plans and actions to do so now. Potential candidates want to know about the workplace before they apply, and demonstrating your organisation's commitment to diversity is key to securing a more diverse talent pool. If you think about tens of thousands of employees globally needing to change, there’s no way one person or a small function is going to take care of that. Set the example by talking about diversity in positive terms. They’re also very vocal. Since beginning courageous conversations in 2015, we have hosted dialogues ranging from small conversations within teams or employee networks, to enterprise conversations with community partners. Diversity-driven incentive programs and diversity networking groups are a great start but can reach their full potential only in an environment that supports open communication and understanding. There are many valuable resources here. "I don't celebrate Kwanzaa," I answered, smiling. She is g rateful for all the lessons and insights from over 30 years of designing and facilitating trainings on equity, inclusion, and social justice. We as HR professionals have been trained to shy away from informally discussing "hot topics" in the workplace. What “Facilitation” Really Means and Why It’s Key to the Future of Work . Currently, technological advances are making communica-tion around the world easier and faster. These Diversity means differences and includes all of us in our rich and infinite variety. We’ve seen several organizations who really had the communications piece down while many leaders stutter-stepped around whose decision it was or how to make a decision of how to respond. What these leaders are seeing in this unique moment is that the barriers to change, and to the leaders’ readiness and willingness to engage that have always been there, have softened or even just dropped completely. Assessing organisational and individual readiness by gauging factors like trust and exposure to difference. Opening up a dialogue on a personal level supports inclusion efforts and can also translate into new ideas and thought processes that can help solve workplace challenges and enhance the organization as a whole. Nina Cataldo, a mixed-raced, white-passing woman was inspired to facilitate D&I discussions because of her personal experience being hafu, (half Japanese) in Japan.Starting in 2017, she has been developing workshops and events about the hafu experience and founded the Hafu Ladies Group designed to foster a global community for half Japanese women. Read this blog about how to talk about diversity at work from our partners at Namely. Read more: Act Now to Bolster Protections Against Sexual Harassment. Managers can share tips and resources with members of their network, which will enable them to have the latest insights on how to facilitate conversations about race in the workplace. These learnings are based on my 3 years of co-leading diversity and inclusion efforts at Lever, as well as from conversations with dozens of startups tackling this work. $("span.current-site").html("SHRM China "); I don’t understand the business or seeing the trade-offs. 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