Relationships matter. While we used to view relationships among colleagues as a “nice to have,” in the current business climate they are no longer optional.
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“There are years that ask questions and years that answer,” wrote Zora Neale Hurston in Their Eyes Were Watching God.
2020 asked a lot – about what matters most in our workplaces and communities.
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You can’t change history overnight – especially when embedded inequities are not immediately apparent.
This is why DEI is a journey, not an event. The first step toward change is awareness. But it’s only the first step.
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The time is now. Like so many leaders, you are thinking about meaningful inclusion and belonging initiatives for your organization. Your colleagues are eager to talk but don’t know where to start. And your commitment to diversity is strong and real.
There are many approaches to developing an actively anti-racist company. But to do it well – no matter what avenue you choose – you must avoid this one mistake.
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We need to stop the senseless murder of Black Americans. Right now.
But that’s not enough. We need to create a society that celebrates and honors Black life, to craft a shared future that builds on diverse experiences, cultures and perspectives. We must stand against every injustice, not just the most egregious.
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We focus on what individuals do for their teams, but rarely on what teams do for them.
Are we wrong?
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Let’s be honest: virtual connection just isn’t the same as human-to-human contact. But it can be a valuable tool for developing and sustaining workplace culture.
Virtual connection is an integral part of our organizational culture. We have learned that our mindsets and behaviors are more important than the software we leverage or the habits we practice.
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In deeply divided times, and with so many forces competing for our attention, a good conversation is rare. We can go days and months with only the most perfunctory interactions, often aided by social channels and digital devices.
Good conversations build trust, invite learning and break down barriers. But a good conversation takes work and practice – and, in today’s environment , a new set of skills.
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Literature is a powerful storytelling technology that unites us across space and time. It invites us to reflect on our lives and our work and, in discussion with others, to share our voices. Literature makes us think.
To unleash the full power of literature, we need to bring it to new people in new places in new ways.
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Navigating today’s workplace takes the courage and conviction to call out behaviors that limit inclusion and the full realization of human possibility. But work can be the hardest place to take a stand. We are least comfortable “taking on” colleagues, let alone superiors, when we are keen to prove ourselves as “team players.”
How do we create the conditions to enable the courageous conversations we need for our organizations to benefit fully from the plurality of human perspective and experience? The courage to champion true belonging and inclusion – and to have the hard conversations – takes time and practice, and a commitment to a culture of openness and respect.
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