How to Talk about Diversity in the Workplace

Diversity is a norm and top priority for many individuals, corporates, and national-level companies. Additionally, some laws may stipulate that companies meet some level of diversity standards when it comes to staffing. Diversity in workplaces also works for the good of companies in various ways.

Most people in recent times do not just purchase the product you sell at your company; they also buy into the ideals and values of your enterprise. While companies are embracing diversity, conversations around it can still be sensitive and hard to have within workplaces. 

Managers and employees must be careful when engaging in diversity talks in workspaces. Since diversity typically advocates for uplifting and acknowledging the underrepresented demographic, understanding the challenges they face in day-to-day life may be difficult.

You must, therefore, carefully approach diversity talks so that you do not offend anyone in your workplace. So how exactly do you talk about diversity in the workplace? Here are some pointers to help you.

Listen to Everyone

Listening, as is said, is an integral part of learning. When it comes to topics as sensitive as diversity, the best you can do is listen more. You should not just listen for the sake of it but also be an active listener. Active listening means listening to understand and not necessarily to respond. 

Whether you are a manager talking with your employees or an employee with your colleagues, you must give everyone an equal listening ear when they talk. Do not dispute or set people aside, as they may give an invaluable contribution to such discussions. Listening to everyone also creates a comfortable environment where everyone has a sense of belonging. 

Advocate for Self-Awareness

Before you can even go a mile in someone’s shoes, you must first understand your personality and individuality. If you can understand your own experiences, triggers, and biases, you would have a greater chance of allowing another person to express themselves without disparaging them or their opinions. 

Therefore, advocating for self-awareness is a key approach to having comfortable diversity talks, as it also creates space for behavioral change. When you understand that what you say to a colleague or how you might say it can be triggering, you will know not to say it.   

Share Experiences

When engaging in diversity talks, experiences make the basis of great understanding. Workspaces have diverse occupants in terms of ethnicity, gender, sexual orientation, and culture. The diversity indicates that there is a myriad of experiences within the workplace. Sharing these experiences allows you to understand other people from different perspectives. In addition, creating a room for sharing experiences allows for vulnerability.  

Embrace Vulnerability

Vulnerability when it comes to diversity talks typically encourages you to be open. You can embrace vulnerability by admitting to being in the dark about certain experiences that are not yours. Being vulnerable also entails allowing someone to teach you about themselves the best way they can. It is only through this that you can also encourage someone to open up.

Get Curious

Asking questions is a great way to learn and gives the impression that you are interested in refining your knowledge about another party. However, in being inquisitive, you must not be intrusive. Where is the line?

The only way you get to draw the line between genuine inquisitiveness and intrusiveness is to be vulnerable. If you are talking to people with diverse ethnicity, ask them if certain types of questions may rub them off the wrong way.

Work with Applied Development LLC to Learn How to Make Diversity Talks a Comfortable Subject

Applied Development is a premier diversability service provider. We champion the rights of people of all abilities to work and communicate effectively. We work with clients to craft their message to reach the audience as intended through strategic communication. We ensure reasonable accommodations are met through 504/508 compliance, policy, and complaint resolution.

Contact us today at 410-571-4016 or fill out our easy contact form to get help with strategies for improving diversity, equity, and inclusion in your organization.