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having difficult conversations about diversity

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Brian Thompson, JD, CFP® is the founder of Brian Thompson Financial LLC. People teams should consider the organisational culture, values and whether it has experience … 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. In the end, we’re worried about our identity and self-preservation. : Focus your attention on the possibility of mutual gain. View Larger Image. Here is what I … Diversity and Inclusion Support; Negotiation Guides; Podcasts. Banks backs up her claim by citing research that shows employees are more productive and exhibit stronger problem-solving skills when working in diverse groups. Effective Conversations About Diversity Issues with Drs. And we grow by exposing ourselves to new information and experiences. offended at the very mention of them. 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). Having difficult conversations sucks. I recognize unconscious bias as an issue, but am not sure what to do about it, or how to talk about it within my organization . 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. 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. So much anxiety, shame, fear and vulnerability is involved. We communicate value and leave our mark on one another every time we open our mouths. Blaming has no positive effect at all, nor does trying to persuade using reason and argument. When the conversation turns to race, gender and sexual orientation, discussions become especially difficult. 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. We all have a desire to feel valued in the spaces we occupy — whether that is at work, home, or in entirely new environments. Despite the trickiness of learning how to empathize, being able to do so can have a profound impact on effective change. In creating spaces where everyone feels they belong, companies can create a dynamic where brave conversations are valued and not dreaded. 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. 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. You look for reasons it is not doing well. But fear drowns that inner voice—and we put the conversation off. Often you feel like you’re running in circles, going over and over the same issues and not being heard. Only after nailing down the “why” can you address how things need to be done and what the result will be. What You Can Expect from Succeeding at these Conversations. When we meet people, we start with what we all relate to. Our ambition is to build a culture of inclusion that is a critical lever to our business success and will enable us to be the best place to work, the best place to bank and contribute to creating prosperous communities. When the conversation turns to race, gender and sexual orientation, discussions become especially difficult. While it feels like these tactics set the tone for “informed” and “balanced” conversations, these tactics can easily invalidate the experiences of others. So a challenge to an idea may be seen as a personal challenge as well. Have Conversations More Often. A 2016 study authored by David Broockman at Stanford University and Joshua Kalla at the University of California Berkeley found that a simple 10-minute, non-confrontational conversation could significantly help combat anti-transgender attitudes. I just hope, when you do reach out, that you approach me with empathy and grace :-) . I … 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. Get In Touch; Podcast Guest Application; Press; Guide: How to Have Difficult Conversations About Race. Creating Brave Conversations About Diversity and Inclusion at Work. A natural extension is ongoing dialogue. Lea offers specific ways you can empathize with other people and have them empathize with you. The trial found that anti-trans sentiment declined and remained lower for the following three months. Often you feel like you’re running in circles, going over and over the same issues and not being heard. “Diversity” and “inclusion” do not have to be dirty words. Facilitation is foundational to CO.STARTERS programs, which aim to help starters thrive as people and in their businesses. : For every statement the other person makes, restate it in your own words to signal you’re listening and that you want to understand. 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. This story is published in Noteworthy, where thousands come every day to learn about the people & ideas shaping the products we love. Non-Discretionary Investment Management. “Is it still raining out there? 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. But change is necessary for growth. 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. “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. There are many well-written and informative books on how to have these important, crucial, and difficult conversations. I hope our conversation will help you have an authentic, trust-building, bias-shifting courageous conversation with another person. This essay was first published on Medium. It’s important to enable employees to have difficult conversations to communicate across differences and build inclusive workplaces. Professional Development Experimenters. Namely, does having difficult conversations with those around you around biases and microaggressions. !” It’s a lot harder to talk about differences. Diversity and Inclusion: How To Navigate Conversations About Diversity And Inclusion in Tech Transcript. 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. Having a Conversation About Race: A Guide for Caucasian Parents . 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. And change can be uncomfortable. 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