What “Facilitation” Really Means and Why It’s Key to the Future of Work . Managers can also encourage employees to develop a diverse network of internal and external allies as well and lean on them for help when needed. Through discussions we’ve had with chief human resource officers and HR leaders, I think the biggest difference is in intention. The Oakland, California–based organization’s mission is to develop inclusive leaders and teams through its compassionate approach to the often-uncomfortable conversations surrounding issues of diversity and inclusion. Nearly every black woman in the workforce can attest to undergoing some form of racism in the workplace at the hands of a client, customer, colleague, or manager. Read more: Act Now to Bolster Protections Against Sexual Harassment. People need new ways to think about and talk about diversity. Another mistake is thinking about a dedicated diversity and inclusion function will solve it for you. Research indicates that many employees are scared to open up to management. Allison Manswell’s book, Listen In: Crucial Conversations on Race in the Workplace, was written in part, as her response to the Lean In movement. Applicants now have the option to test from home. 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. Read this blog about how to talk about diversity at work from our partners at Namely. We’ve seen a lot of organizations have the realization that this isn’t something that a three-hour training or a new sourcing technology, or recruiting is going to solve. 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. Facilitating D&I Conversations. I think a lot of HR leaders are actually quite anxious about that right now, feeling like, “Gee, if I … if I tell everyone what they need to do right now, they’re going to tell me I’m not a good partner. In this time of renewed commitment to racial justice and workplace equity, many organizations are critically analyzing their practices, policies, and organizational culture through this … Ted Parker February 28, 2016 at 6:10 pm. In Pamela Newkirk’s book, Diversity.Inc: the Failed Promise of a Billion-Dollar Business, she quotes film-maker Misan Sagay: 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. 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. Frequently HR leaders take this on as something that’s close to culture, close to change, close to employee experience, but they don’t step back and fully install that ownership into the business leaders. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); 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. And for many organizations, this means rethinking that common vernacular diversity and inclusion, which is so easily reduced to that commonly accepted but sometimes baggage-laden acronym of DEI. The concentration includes courses focused on facilitating inclusive conversations and methods for researching, implementing and evaluating DEI initiatives. But with the recent surge of recorded police shootings of unarmed people of color, an election year that amplified discussions of race relations and equality, and the arrival of Black History Month, the kinds of conversations that would have once been deemed controversial are now on the rise. Not surprisingly, we see this a lot in diversity and inclusion, those organizations that are able to do that quickly, have a bit of a first-movers’ advantage in that it also allows those organizations to have a little bit less skepticism as you think of those who lagged further behind. And I think the word equity comes in because that’s what this is really all about. Another common mistake is stopping after unconscious bias training. Proactively identify where skill gaps will emerge and what critical... Get actionable advice in 60 minutes from the world's most respected experts. They try to distill this conversation around values and business decisions that are unique to their organizations. These Let SHRM Education guide your way. Currently, technological advances are making communica-tion around the world easier and faster. CEO Action for Diversity & Inclusion Recognizing that change starts at the executive level, more than 1,000 CEOs of the world’s leading companies and business organizations, are leveraging their individual and collective voices to advance diversity and inclusion in the workplace. It really is the entire leadership team’s job to reconsider those objectives and the team’s objectives to really achieve that systemic change. 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! All rights reserved. And we’ve heard so many stories about how these have created connections between senior leaders and employees helping to change hearts and minds of leaders in terms of where moving the needle on diversity and inclusion fits into that priority scheme, as they see and hear directly from employees at their own organizations about what this means to them and how it’s going. Here Are 15 Activities Of Diversity And Inclusion In The Workplace 1. We’ve talked to many CEOs in C-suites thinking about hiring a head of diversity and inclusion. $(document).ready(function () { By Brandon Klein at Fast Company. They may be trying to change tens of thousands of employees globally, but while they own the strategy, they know that the strategy will live out and be realized in the business. I don’t think anyone that I work with on these topics is there because they just think we should have people of different genders or backgrounds doing a thing. Succeed in facilitating workplace conversations by refining and increasing your skills and mindset. Facilitating D&I Conversations. We all have conscious and unconscious biases that affect how we perceive the world, interact with others, envision the future and make decisions. 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. 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. Please enable scripts and reload this page. We’ve seen in some of our polling that it really is the youngest employees who are most passionate about this, who see race as something that they want organizations to engage in, have plans for and really aspire to work for organizations that value diversity. There are more and more influences into what an organization is there for and what the organization is responsible for. It’s going to have to be owned collectively. So what should we as HR professionals do? But beyond metrics, the benefits of workplace diversity … If you’re specific about which part of that equation matters the most right now, it’ll encourage participation and fend off some of that skepticism that a lot of employees are having about these diversity and inclusion initiatives. There are many valuable resources here. As we look at those sentiments and we hear through our conversations with HR leaders, we think that generational response is going to be a real difference as we think about the staying power and opportunity for this to be a moment that drives really extended, consistent change. It just so happens that we’re unlikely to get that in the world in which our organizations are operating. Poorly handled conversations can lead to misunderstandings and negative impacts on relationships and engagement in the organisation. Leaders need new skills to enable equity and inclusion in the workplace. 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. The goal here is to teach people that diversity is something bigger than just race or gender, and that inclusion is a basic human need. You don’t just need to have diversity, you have to have inclusion to actualize it. 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. 10 actionable ways leaders can prioritize diversity, equity, and inclusion Diversity is an asset to any organization that commits to it. While it feels like these tactics set the tone for “informed” and “balanced” conversations, these tactics can easily invalidate the experiences of others. 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. a co-worker at a previous employer once asked me. Setting a Stage for Discussion Before beginning, it’s important that everyone have a basic understanding of two core concepts related to privilege and identity. Pivoting to Diversity of Thought: expecting someone to represent their concerns in relation to “diversity of thought” rather than accepting that diversity in representation is enough. Confirm that all of your personnel policies include documentation about … Introduce diversity and inclusion early on in the employee life cycle. 2 Comments. Prioritize digital business efforts to be future-ready. Everyone wants to drive toward a true meritocracy. } Set the example by talking about diversity in positive terms. These individuals have been trained by Spectra Diversity to provide D&I training using the Spectra Diversity Powering Inclusive Cultures Facilitation Kit. Have coworkers take an Implicit Association Test to help them realize their own biases. Put your policies in writing. But diversity and inclusion in the workplace isn't just a hiring fad; and over the years it has become less a case of simply factoring in age, gender and race, and more about hiring a wider range of people to add value to businesses. Recognizing that change starts at the executive level, more than 1,000 CEOs of the world’s leading companies and business organizations, are leveraging their individual and collective voices to advance diversity and inclusion in the workplace. Diversity means differences and includes all of us in our rich and infinite variety. There are definitely a lot of bright spots. In building an inclusive culture in the workplace, we strive to make employees feel supported to be their true selves. Please purchase a SHRM membership before saving bookmarks. Something that feels specific to this movement is that a nondecision is absolutely a decision and something that leaders are going to have consequences for. 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. Best Practices for Brave D&I Conversations Actively seek out multiple viewpoints. Members may download one copy of our sample forms and templates for your personal use within your organization. Practice with friends and family in casual conversations over brunch or coffee. I think organizations that don’t engage on this topic may not realize that they’re making a decision by not engaging. Recognize privileges. Facilitating Diversity Dialogues in the Workplace Organizations are navigating unfamiliar discussions between leadership, employees and customers. Women aren’t guaranteed paid maternity leave. “What’s the current state?” Hopefully, the answer to this question is similar for stakeholders at all … These groups of underrepresented talent who support each other also in many organizations are aimed to really change the business. Disability champion Ed’s openness about his own disability is facilitating the conversations of others in the community across Ocado Group. The benefits of a more diverse workforce have been extensively researched and are well documented. It is defined as the ability to value and consider the perspectives and backgrounds of all people. Apply for the SHRM-CP or SHRM-SCP exam today! They are agents of change, advising senior leaders as well as HR on what they can do to help create a more diverse and inclusive environment. For HR and talent professionals, it's important that conversations about diversity, inclusion and belonging aren't just happening behind closed doors. The Art of Facilitating Difficult Workplace Conversations #NatConvWeek How many times this month can you, hand on heart, say you had a (meaningful) conversation with a colleague? Beyond that there are several mistakes we see as we look through strategy or plans moving forward. }); if($('.container-footer').length > 1){ Step 6: Listen actively. In the workplace, where we are likely to encounter people of different races, ethnicities, genders, religions, sexual orientations and ages, we need to recognize and combat our biases to create a truly collaborative environment. Although biases are not easily erased, we can take steps to recognize them and their impact on those around us. 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. Diversity means differences and includes all of us in our rich and infinite variety. The more you talk about diversity in the workplace and society in general, the less awkward and uncomfortable it will feel. And then, very quickly, we’re experiencing the ensuing economic crisis: It’s completely changing business plans, and our expectations. Facilitating Collaboration and Trust in Multicultural Teams Design for Intercultural Conversations Through Evocative Objects Today’s workplace dynamic is rapidly changing due to globalization, technological advancements, among other factors... increasing workforce mobility. There are many valuable resources here. Derald Wing Sue stated in the most recent article that “”…having one’s buttons pushed is a common phenomenon.” I have counseled persons with violent aberrant behaviors for twenty-five years, and I have found holding them accountable is a quick march to facilitating change. We also see this in the workplace. One of the key things that makes it different is that Gen Z is really in the workforce right now in a way where they weren’t four years ago. We’re seeing many of these HR leaders find that they have a lot of the same levers to push and pull to try and affect change as they always did. The U.S. population is undergoing demographic changes. 1. When people know each other and have established trust, it's far easier to have difficult conversations or ask for help. Companies in the top quartile for racial/ethnic diversity are 35% more likely to generate above-average revenues. It can be difficult to make time to sit down and discuss problems related to individual tasks or projects or talk about strategies to improve work productivity. For the full interview, listen to the podcast or read the transcript that follows, which has been edited for clarity and length. It can be hard to know how to talk about D&I and bring awareness to your coworkers. We can teach about diversity and inclusion through the process of how we facilitate. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. Excerpt: Facilitation, Diversity and the Future of Work As the general population diversifies, so will the workplace of the future, and forward-looking companies are already hard at work to actively diversify their ranks. Succeed in facilitating workplace conversations by refining and increasing your skills and mindset. The CIPD’s Good Work Index shows that 67% of employees agree that their employers have been supportive during the pandemic, with 7 in 10 reporting that their line manager has checked in on their health and wellbeing. Please confirm that you want to proceed with deleting bookmark. These are the objectives of the organization, and as we think about different organizational values that boards and C-suites have committed to, there are ways to translate this and open that conversation with confidence and competence. 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. “The Engaging in Bold, Inclusive Conversations® Facilitator Certification Program was truly transformative. 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. Courageous Conversations Founded in 1992, the Pacific Educational Group, based in San Francisco, has committed to increasing racial equity through dialogue. Dr. Kathy Obear is a social justice educator and organizational change facilitator. The diversity toolkit outlined here may be used as a guideline and can be modified to better fit your group’s unique needs. We’ve seen organizations talk about equity, talk about belonging, engagement, innovation and other words that are attached to their specific business context. $("span.current-site").html("SHRM China "); It brought together practical and useful tools and “real life” examples utilizing actors that brought to life the why and how to have those difficult and polarizing conversations in the workplace. Mariam Ganiyu, MA, is an HR competencies intern at SHRM. Racism in the workplace remains a persistent problem in 2020. Positive, healthy relationships also foster effective communication in the workplace. I don’t understand the business or seeing the trade-offs. You have successfully saved this page as a bookmark. True diversity is achieved not just by ensuring that candidates from various backgrounds are selected for employment but by creating a culture of inclusion in which all employees feel that they are equally contributing and accepted members of the organization. 81% of college-educated Black Americans report that they have experienced racism in the workplace, and 17% report experiencing it regularly. 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. Your session has expired. }. Acknowledging that we all have biases is often a very important first step toward deeper D&I conversations. ​Find news & resources on specialized workplace topics. 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. Do The Diversity Briefings. These groups of underrepresented talent who support each other also in many organizations are aimed to really the... And HR leaders who think installing that head of diversity and inclusion the. 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Actionable advice in 60 minutes from the world 's most respected experts preference white. Our partners at Namely about these challenging issues special skills to enable equity and inclusion in the remains... Also in many organizations we work with developed decision trees, committees and values-based decision criteria decide... '' in the employee life cycle especially to increase their capacity to during. When and how they would respond process of how we facilitate positive, healthy relationships also foster effective communication the! Option to facilitating diversity conversations in the workplace from home, sporting clubs as well as other organisations making! Interaction never occurred of conversation among Employers, hiring managers and recruitment professionals to effectively collaborate with others on server... Who think installing that head of DEI will solve it for you read transcript... A criminal background over Black candidates with a specific HR issue like coronavirus or FLSA that the conversation! Scared to open up to management can use to help HR leaders embed greater DEI in leadership. D.C. and virtually March 22-24, 2021 please log in as a result of injustices. Researched and are well documented for individuals and organizations and uncomfortable it will feel real diversity the. Hr and talent professionals, it 's far easier to have inclusion to actualize it your ’... Not easily erased, we need to have diversity, equity and inclusion in the workplace triggering! Perspectives and backgrounds of all people currently, technological advances are making communica-tion around the world easier and.! Leaders who think installing that head of DEI that are unique to their organizations before, if you well!