TA LK ING A B OU T D IV ERS ITY: C OU R AGEOU S C ONVERSAT IONS IN TH E WOR KPLAC E
Talking about race and diversity can be uncomfortable. However, the injustice exemplified by the tragic killing of George Floyd and too many others over the years calls for us to seize this moment to listen, learn, and grow. The Chamber is committed to taking part in a journey that reaffirms our commitment to cultivate a workplace that makes diversity, equality, and inclusion priorities. Furthermore, we recognize that true diversity encompasses race, gender, sexual orientation, military service, religion, disability, socio-economic background, and political thought. In that spirit, we are committed to providing tools and guidance to empower courageous conversations necessary for progress.
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WHY TALK ABOUT DIVERSITY IN THE WORKPLACE? We all come to the workplace with a complex identity. Many diverse characteristics are part of that identity.
A person’s identity has a major impact on their life and can impact their experience in the workplace.
Every person should feel comfortable and supported bringing their whole self to the workplace. This requires professionalism and mutual respect.
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PREPARING FOR A CONVERSATION
Talking about diversity, race, and identity with others requires personal reflection:
When did I first become aware of my own identity?
How does my identity impact the experience I have in the workplace and community?
How can I be more prepared to learn about someone else’s experiences?
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LEVEL SETTING G ROUN D RUL ES F OR A CONVERSATI O N
ASSUME POSITIVE INTENT
LISTEN FOR UNDERSTANDING
BE RESPECTFUL
ALLOW FOR GROWTH
See the best in other people, and be sensitive to the fact we bring different experiences to a conversation.
Demonstrate empathy and compassion to remove stereotypes and labels.
It’s okay to have a different perspective as long as you understand the other person’s story and experiences.
We all come to these conversations with different experiences. Give the other person space to learn and develop a better understanding.
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PARTICIPATING IN C O N V E R S AT I O N S WH AT TO K E E P I N MI ND
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“STEP BACK OR STEP UP“
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ENGAGE IN DIALOGUE AND NOT A DEBATE
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TRY NOT TO FREEZE PEOPLE IN TIME
If you are a person that usually does all the talking in a conversation, be aware of how much space you take up and make room for others. Inversely, if you are more reserved generally, challenge yourself to lean in and have your voice heard.
The goal of a conversation is shared learning and not a debate. Dialogue is open-ended with a mutual expression of experiences and viewpoints.
Where someone is in their understanding at the beginning of a conversation does not mean they will stay there forever. Accept that people can learn, grow, evolve.
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BE WILLING TO ADMIT MISTAKES
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ASK YOURSELF, “WHY AM I TALKING?”
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MAINTAIN RESPECT AND PROFESSIONAL RELATIONSHIPS
Miscommunication can happen when discussing challenging topics. Being humble enough to admit when you are wrong is foundational to growth and building trust.
Before speaking, pause to reflect on the intent behind what you are about to share. These types of conversations are not about proving yourself right or virtuous. The most important outcome should be growth and understanding.
As important yet sensitive conversations unfold, be mindful of your relationship with your colleagues. At the end of the day, these conversations should foster the mutual understanding and respect that can sustain our working relationships with one another.
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FOUNDATION FOR PRODUCTIVE CONVERSATIONS The Detroit Regional Chamber recognizes that age, race, gender, nationality, sexual orientation, physical ability, thinking style, and background bring richness to the workplace and the results we bring to our members.
It is critical to create a safe and comfortable environment for our co-workers, members, and guests in the office.
A C U LT U R E OF RESPECT IN THE WO R K P L AC E
This begins with respect for different experiences and perspectives.
The workplace culture provides an environment where individuals can be their authentic selves.
Avoid being confrontational, judgemental, and derogatory.
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RESOURCES FOR PRODUCTIVE CONVERSATIONS H O W TO B E A N A L LY
An ally doesn’t have all the answers but is comfortable being uncomfortable.
An ally actively supports through actions, not just words.
An ally listens more than they talk.
An ally is willing to keep learning and doing the hard work themselves.
Allies have the courage to experience discomfort by asking for, receiving, and giving feedback.
Actively intervening when observing discriminatory behavior, especially at personal risk, is expected of allies.
They find opportunities to elevate others and put them in the spotlight.
They take the time to research what is important to their colleagues and how to be inclusive.
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KEY CONCEPTS TO UNDERSTAND
RACIAL STRESS OR ANXIETY
UNCONSCIOUS BIAS
Racial stress or anxiety refers to the heightened stress and emotional levels people experience when interacting with other races. For example, people of color may experience concern that they will be the subject of discrimination and hostility. White people, meanwhile, may worry that they will be assumed to be racist.
Everyone holds unconscious beliefs about various social and identity groups. These biases are formed through social constructs and individual’s categorizing of the world around them.
RACIAL TRAUMA Racial trauma is a cumulative experience, where every personal or vicarious encounter with racism contributes to a more insidious, chronic stress. This stress is often magnified by the lack of space to name, express, and heal from it.
MICRO INEQUITES AND AGRESSIONS Although not unique to race relations, micro inequities and micro aggressions play a large part in eroding race relations and trust. They include repeated everyday acts of exclusion, devaluation, and discouragement that are often unconscious.
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NEXT STEPS
COMMIT TO HAVING CONVERSATIONS THAT MATTER. When a safe space is created in the workplace, it is important to use that trust to bridge divides. Be willing to speak up as a champion for inclusion and equity. These conversations matter to the Detroit Regional Chamber, and they make a difference in our community.