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having difficult conversations about diversity

You look for reasons it is not doing well. When we meet people, we start with what we all relate to. Brave conversations around diversity & inclusion are difficult but not impossible. Fear of “saying the wrong thing” can actually result in worse outcomes. Ten Advisor Websites That Stand Out From the Crowd. In short, empathy is being able to put yourself in someone else’s shoes in order to understand their point of view. The Merriam Webster dictionary defines empathy as: The action of understanding, being aware of, being sensitive to and vicariously experiencing the feelings, thoughts and feelings, thoughts, and experience of another of either the past or present without having the feelings, thoughts and experiencing fully communicated in an objectively explicit manner. Professional Development Experimenters. I hope our conversation will help you have an authentic, trust-building, bias-shifting courageous conversation with another person. I believe these tactics arise because of discomfort with the challenge of new ideas and experiences, and those tactics may manifest as —. Will they actually listen to my story about growing up as a Chinese-Ame… And that starts with empathy. In the same BU article, Professor Evan Apfelbaum, in referring to conversations on diversity and inclusion, states “difficulty can become the irritant that creates the pearl, in terms of an idea, or correcting a mistaken assumption.” This is so true. “Diversity” and “inclusion” do not have to be dirty words. Our “why” is that we believe difficult diversity conversations need to take place in order to make us all more knowledge, more accepting and better people. As an extremely left-brained person, I’ve found empathy incredibly hard. Conversations about race are difficult and challenging because they are deeply emotional and trigger strongly held beliefs about identity and fairness. Catalyst has developed guidelines for facilitating such tough and sensitive conversations—keeping in mind that it often takes both courage and humility to do so. How to have conversations about race About this toolkit Our purpose is to drive commerce and prosperity through our unique diversity. After a decade representing individuals and businesses as a tax attorney, he wanted to make a bigger impact and help his peers navigate the critical financial decisions that come with adulthood through knowledgeable, client-focused advice. And, I welcome the opportunity to speak with people who agree and disagree with me, because it helps me grow and learn. 1. Some of this might be less of a reaction to the ideas of diversity or inclusion, and more of a reaction to the conversation that typically accompanies them — a conversation that identifies something in our behavior or environment needing to change. Have Conversations More Often. But change is necessary for growth. However, too often I have witnessed people seemingly offended at the very mention of them. Consider possible sources of student views.On many issues, students’ viewpoints may be wrapped up in their personal identities, influenced by family members, or connected to religious/spiritual/moral beliefs. : For every statement the other person makes, restate it in your own words to signal you’re listening and that you want to understand. If you understand, and you show that you understand, you can love, and the situation will change” — Thich Nhat Hanh. Often you feel like you’re running in circles, going over and over the same issues and not being heard. It may need fertilizer, or more water, or less sun. When your attention is focused on potential benefits of the conversation, it will shift your thinking towards a more constructive approach. A Letter to Trump Voters on Your Recent Loss, Can America’s broken politics be fixed? Lea offers specific ways you can empathize with other people and have them empathize with you. Diversity is in our DNA, and Atipica’s mission is to work side-by-side with companies to help them unlock the world’s talent data and achieve their diversity and inclusion hiring goals. Having difficult conversations sucks. Negotiate Anything Podcast; Ask With Confidence Podcast; About; Contact. When the conversation turns to race, gender and sexual orientation, discussions become especially difficult. Like telling two of three applicants for a promotion that they won’t be getting one. Are you also flying home? “Diversity” and “inclusion” do not have to be dirty words. Now that we know why these conversations are important and how we should approach them, we can’t end without talking about the benefits of having effective, transformative discussions. “Many of us have been conditioned by society to not speak our minds, and so we haven’t acquired the skills of navigating difficult conversations,” Lea says. Creating practical tools and skill-based frameworks is important for helping employees feel that including race in conversations about diversity, equity, and inclusion is do-able. Some workplace conversations are just hard to have. The answer is no, When The Racist Is Someone You Know and Love…. Creating Brave Conversations About Diversity and Inclusion at Work. Some of this might be less of a reaction to the ideas of diversity or inclusion, and more of a reaction to the conversation that typically accompanies them — a conversation that identifies something in our behavior or environment needing to change. How to Have Difficult Conversations in the Classroom • Managing Hot Moments in the Classroom In doing so, consider how this allows you to gain some distance from your own experience, and consider how the other might interpret the same situation. Managers can adapt publicly available resources (for example, lessons learned about having difficult conversations from research on Intergroup Dialogue). The trial found that anti-trans sentiment declined and remained lower for the following three months. While it feels like these tactics set the tone for “informed” and “balanced” conversations, these tactics can easily invalidate the experiences of others. Lea agrees, “Difficult conversations are opportunities for increased awareness, mutual understanding, and growth.”, According to Lea, what makes most conversations difficult is not necessarily the content of the exchange, but the context — specifically our feelings and emotional investment around it. In order to make these conversations less difficult and more effective, Lea suggests to get outside of ourselves and focus on the other person. They’re all great. What You Can Expect from Succeeding at these Conversations. These conversations can be particularly difficult across differences. However, too often I have witnessed people seemingly . Tough conversations require openness, bravery, the ability to work through discomfort, express views in a non-combative manner, and to listen and reflect without judgement. Many employees have worked for … LIVE 12/02/2020 01:30 PM ENCORE 12/04/2020 01:30 PM ON DEMAND 12/05/2020 All times listed are Eastern Standard Time (EST). But fear drowns that inner voice—and we put the conversation off. So instead we should lean into the conflict and learn skills on how to effectively navigate the situation: Instead of getting surprised by conflict, expect it, and lean on management and facilitation skills that include listening, being color-cognizant rather than color-blind, responding non-defensively, being open to learning, and self-reflecting about how personal and social identities can influence these interactions. Facilitation is foundational to CO.STARTERS programs, which aim to help starters thrive as people and in their businesses. We communicate value and leave our mark on one another every time we open our mouths. It’s easy to talk about the things we have in common. When YOU Are the Product You’re Marketing - What Would Arlene Say? Here is what I … Using race relations at the University of Missouri as an example, according to Banks, it wasn’t the racist incidents themselves that caused the former president of the university system to lose his job. Here’s a preview of what we’ll talk about: In his extremely popular Ted Talk and the book, Start with Why, Simon Sinek argues that the most inspirational leaders motivate others to action by explaining why they do what they do (i.e., the purpose, cause, belief). In creating spaces where everyone feels they belong, companies can create a dynamic where brave conversations are valued and not dreaded. And it happens under the premise of “challenging” assumptions, “sharing” valuable knowledge, or communicating a particularly “important” and divergent point of view. Inclusion and Diversity: Having Difficult Conversations. For some of your team, this may be the first time they have been asked to think about workplace diversity or have their views (gently) challenged. It takes being able to 1) understand and channel emotions you feel in a specific situation and 2) projecting that same feeling to what another person is feeling in a different circumstance. ­­­You got tickets to Hamilton? You never blame the lettuce. Subscribe to get our latest content by email. Diversity and Inclusion: How To Navigate Conversations About Diversity And Inclusion in Tech Transcript. However, too often I have witnessed people seemingly offended at the very mention of them. But if we know how to take care of them, they will grow well, like the lettuce. We have to do our part to be the change that we want to see, create safe spaces for these types of conversations and learn how effectively navigate difficult topics. employees are more productive and exhibit stronger problem-solving skills when working in diverse groups. So a challenge to an idea may be seen as a personal challenge as well. This story is published in Noteworthy, where thousands come every day to learn about the people & ideas shaping the products we love. Unsubscribe at any time. Talking about diversity and inclusion is no different. Follow our publication to see more product & design stories featured by the Journal team. A 2016 study authored by David Broockman at Stanford University and Joshua Kalla at the University of California Berkeley, Planning for Your First 12 Months as an RIA Owner: Part One, Considerations for Discretionary vs. We all have a desire to feel valued in the spaces we occupy — whether that is at work, home, or in entirely new environments. How Financial Advisors Can Keep Compliant Amid COVID: 5 Tips, Year-End Tax Planning: Decisions to Weigh, 6 Steps to Fully Utilize Your Portfolio Management Software, What Financial Advisors Need to Know About Custody, How to Have Difficult Conversations About Diversity. His firm specializes in helping LGBTQ couples set and achieve their goals, protect and grow what they already have and guide them to a lifestyle that brings them fulfillment and happiness. “Diversity” and “inclusion” do not have to be dirty words. Having difficult conversations sucks. Get at least one and read it. Discussions of diversity issues are more critical than ever. When the conversation turns to race, gender and sexual orientation, discussions become especially difficult. In situations where you know you will be addressing a controversial topic, you can prepare for the discussion in ways that set the stage for success. A natural extension is ongoing dialogue. Frame the conversation in a way that puts you and the other person (or people) shoulder-to-shoulder, tackling a problem together. So much anxiety, shame, fear and vulnerability is involved. When people of various races, backgrounds and experiences enter the conversation, layers of difference can add even more tension to the dialogue. Rather than trying to rationalize the conversation within our own framework of seeing the world, make space for other’s experiences by doing the following: Perhaps it is idealistic, but I truly believe in our capacity as humans to grow, adapt, learn from and, most importantly, empathize with the experiences of those around us. 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