Saying the right thing: How to have those tough workplace diversity conversations
Creating successful DEI programs can be a long journey, but leaders say the most important step toward workplace diversity is the first one.
Some businesses shy away from undertaking fresh work around diversity, equity and inclusion (DE&I) because leaders deem such efforts unnecessary. These individuals may reflect on the many advances society has made in the name of social justice over the last generation or two, and believe themselves and their teams to be good people who would never intentionally discriminate against others.
International DE&I Consultant, Author and Speaker Vernā A. Myers addresses this point of view at the beginning of her easily digestible book, “What If I Say the Wrong Thing? 25 Habits for Culturally Effective People” (2013, ABA Publishing): “We start the conversation on moving diversity forward with two fundamental awarenesses,” writes Myers, who has a knack for making her material accessible and relatable.
“The first is that even if you are a ‘good person,’ all people, including ‘good people,’ have been influenced and shaped not only by racism, but by all the isms… The second is that even if you could avoid participating, the isms would still exist. Systemic oppression of various groups does not need your intentional or unintentional involvement in order to be alive and operational in our institutions.”
Written as a follow-up to Myers’ first published DE&I resource, “Moving Diversity Forward: How to Go from Well-Meaning to Well-Doing,” this second book outlines more than two-dozen workplace attitudes, dynamics and behaviors that can either help or hinder DE&I initiatives.
The book was complimentary to attendees of two DE&I events at the recent Wholesale & Specialty Insurance Association (WSIA) 2022 Annual Marketplace. During the first of these two panel discussions, “Acting on DE&I: A Conversation with Industry Leaders,” four insurance executives shared what their firms are doing to support a more diverse and inclusive workforce. Employee surveys, staff training and education, establishing employee working groups, mentorship programs, and more aggressive and creative recruiting efforts were all strategies mentioned by the executives, who largely agreed that starting such work can be the hardest part.
Related: 3 reasons why your DEI initiatives fail
Creating successful DE&I programs can be a long journey, they said, but the most important part is the first step.
For those organizations that are struggling to begin or determine next steps around DE&I, WSIA provides micro-learning snippets through Blue Ocean Brain and leadership support through its participation in CEO Action for Diversity & Inclusion.