Engaging in uncomfortable conversations can be difficult. According to McKinsey & Company on barriers to inclusive workplaces, four out of ten racial- or ethnic-minority employees were at least slightly uncomfortable discussing identity-related issues at work. Employees were uncertain about how colleagues would respond and concerned about being seen as different. To be truly inclusive, organizations should prioritize the psychological safety of all employees by facilitating opportunities to build inclusive conversation skills that allow respectful and effective engagement in the sometimes sensitive conversations around race, equity, inclusion, and diversity and handling the pushback that sometimes occurs in these conversations. We’ll explore the importance of vision casting and listening for understanding about others’ viewpoints. We will help participants see their place and role in moving an organization closer to anti-racist, diversity, inclusion, and equity goals.
Participants in this session will:
• Discuss the importance of connecting organizational and personal values as the guide to why these conversations are important
• Learn steps to creating a safe space for open dialogue
• Strategies for having difficult or uncomfortable discussions race