What are some ways to create a safe space for diversity and inclusion discussions?

Defining the purpose is also thinking about how this conversation ideally fits into a larger strategy. Some questions I would hope are being thought about include: What have we learned from internal assessments/data that is informing the planning of this work? Has leadership been engaged in thinking about/planning these conversations? What is happening in the “outside world” that could impact these conversations and people’s participation? Is this part of a series? Does this connect to other work being done? Will there be follow-up? I think defining the purpose and creating alignment with a strategy is a key part of any DEI work.

When I run my workshops I always ensure that everyone knows that this is a safe space. Sometimes we may insist that we have managers in a seperate workshop to ensure people can speak up without repercussion. What I have noticed recently is a severe lack of psychological safety across many industries which can make it difficult for many to speak up

To truly create a safe space for diversity and inclusion discussions we need to accept disability inclusion as well. Then, when we are ready to define our purpose and establish the ground rules we can do this with equal priority. For example, if the discussions are taking place in company let's make sure it's an accessible space for a wheelchair user. Let's include braille descriptions and tactile lines for a blind person. Let's create calm spaces for neurodiverse people. Let's offer a deaf interpreter for deaf people. This list above isn't complete but the idea is to extend the value of human welcome to include the needs of every disability group.

I wonder how we ever managed before safe spaces became a thing, the modern workforce is very fortunate to have this and neural-diverse areas built into workplace design

Clearly defining why we are creating space is very important because it sets expectations for individuals to express themselves without fear of judgment or harm. For example, holding space to promote open dialogue after a tragedy that impacts a group of employees, means that the conversation will be honest and people need to be respectful and considerate. That is especially important when centering experiences of trauma and discrimination.

I also call these rules of engagement and every workshop I facilitate, I make sure to call them out. They help keep people grounded and supportive. Have a your own rules but also make sure to ask the audience if they have one that they think it’s important to add

I call these Community Agreements and I typically come with several prepared ahead of time that I would like to use to create a productive group environment. I also believe it is important for the group these norms are being shared with to have a say as well, and will offer the opportunity for them to contribute and add new agreements as well. This creates a sense of ownership and accountability to the agreements and helps to facilitate a safe space for all group participants.

In addition to the ground rules/community agreements listed, I usually state that everyone will need to eventually be comfortable being uncomfortable from time to time in the space - if an intention has a negative impact, that will happen. The real growth happens in that space of discomfort - how will the person repair that impact? How will the group support that repair? How can you all move forward together with discomfort?

I think that a group who participates in a process around terms like “diversity” and “inclusion” ought to be self-chosen, and each participant may contribute a few thoughts about the values that undergird their wish to participate, on the front end. I think participating in such a process should require a commitment to several months, preferably years, of walking through fire, and anger, and discomfort, and possibilities. The legacies of hegemony and exclusion and dehumanization are much deeper than a single process can address.

Always listen before you speak. Practice active listening to ensure you understand the point by repeating it back 'so what you're saying is...' to give people a chance to clarify your interpretation.

Respect is key. Asking for pronouns is free and could really make a difference to someone feeling seen vs alienated. Also check with names, pronunciation, and if someone prefers a nickname for example so you can identify someone correctly.

Even though most people don’t mean to be insulting and they probably have good intentions, even well-meant comments and actions can have a negative effect on a person with a disability. There are 2 ways to bring up disability: 1. Person-first language (PLF) - you put the Person-first language (PLF). This means you put the word ‘person’ before you mention disability. For example, "He's a person who is blind." This way you’re respecting the identity of someone with a disability. 2. Identity-first language (IFL) - here you lead with disability. For example, "disabled person", or "She's a blind woman." Now, you recognize disability as a piece of their identity. Then, like a good friend ask with an open heart, and be fair.

Setting an inclusive tone is as important as using an inclusive language. It requires ongoing effort, commitment and adaptive approaches as needed to ensure inclusivity and respect throughout the discussion.

Invite facilitators with lived experience to start the discourse by sharing some of their experiences. Starting sessions in this way often gives people comfort in sharing their own experiences with colleagues and switches on empathy and a willingness to understand and take accountability for creating inclusive environments

I would also add that language is a continuously changing organism, a living thing. You need to always consider your audience, the context and your own positioning as you select the language you want to use. It’s also important to recognize your own challenges with language just as much as it is to allow individuals to pick the language that describes them best.

It's also really important to establish clear and respectful ground rules for the discussion. This will help create a welcoming environment.

Especially when creating safe spaces, a facilitator can ensure that everyone has an opportunity to speak and that no one is dominating the conversation. In the workplace that can be especially true when there is power dynamics of roles in play. A facilitator can also show empathy and understanding, and encourage participants to do the same, while also addressing conflict constructively.

Practicing inclusive facilitation in diversity discussions is crucial. Such discussions require a facilitator who is able to engage all participants and ensure that everyone has an opportunity to contribute. The facilitator should also be mindful of dominant voices and encourage quieter individuals to share their thoughts. The facilitator should also be aware of power imbalances within the group and actively work to level the playing field.

Start in a circle w exactly the # of chairs for exactly the # of participants. Begin when everyone is seated (if they aren’t there by x # of grace minutes, place a chair outside the space w a caring note that explains they cannot be part of *this* process, & instructions @ how to join the next one.) As facilitator, start w a realistic intro & set certain ground rules, including a talking piece & why that object is what you chose. Share why the centerpiece in the middle of the circle matters to you (also, choose a centerpiece). Go around once to share names, why you chose to be here, & one other thing you want to share w the group. Next, everyone writes one value they bring to the group, why they picked it, & puts around the centerpiece.

The facilitator must first establish trust with their audience, it helps to define the purpose and objectives but also provide information about what the organization will do with the information provided. The space you create and transparency will inform how much your audience will contribute or participate. The facilitator must establish themselves as a neutral party that does not favor the employer or employee, if your audience feels that there is a power imbalance it will hinder these efforts. If this is your first time with the group, incorporate an icebreaker that will allow everyone to get to know each other. The facilitator should be willing to share something about themselves and allow for a diversity of methods to participate.

The organization has to be ready for this type of engagement, if the organization has not done the groundwork to understand what issues may get in the way of this process or are mandating participation but efforts don’t align with the culture, engaging in this process may do more harm than good. Organizational leadership must acknowledge the issues and make the appropriate adjustments to make these efforts a priority.

In fostering a safe space for diversity and inclusion discussions, addressing challenges is key. Resistance, silence, defensiveness, or hostility may arise due to factors like lack of trust or biases. Be prepared and empathetic, acknowledging and naming challenges. Explore underlying reasons, reframe conversations, provide feedback, or seek external support. Tackling difficulties head-on promotes openness, allowing diverse perspectives to thrive in a workplace committed to fostering inclusion. Embracing challenges in diversity discussions not only builds resilience but also paves the way for authentic dialogue, fostering a workplace culture where everyone feels heard and valued.

Facilitating conversations may always present challenges, so knowing how to deal with them and being prepared is crucial. So of example - Silence an Lack of participation, the facilitator could encourage participation by creating a non judgemental atmosphere. Use open-ended questions, provide ample wait time for responses and importantly reassure participants.

Setting the stage at the outset of a discussion or program is a critical tool for addressing challenges. Again, naming that discomfort with terms, ideas, issues, language, experiences will happen. Diversity is inherently difference, so it is an expected human reaction to be uncomfortable with things that are not familar to your own lived experience. Sitting with that discomfort and choosing to work within it is critical to understanding one's own experience and how they show up in a space. Once there is some understanding of this, then folx can show up in the the community to address challenges more authentically and with more working knowledge of their own biases.

When groups encounter these difficulties, we’re making progress! If you, as a facilitator, weren’t expecting these challenges and aren’t prepared to sit in the fire that conflict energy sparks, you may need more mentoring prior to signing on.

Leaving with unfinished business is common, so following up on discussions should be welcomed and encouraged. While I don't recommend solely relying on post-session surveys, they do provide quantitative points that can support qualitative methods. Being accountable to others in a group setting is often one of the most effective and engaging follow up methods to continue driving action after the sessions. As a discussion leader, making yourself available for contact, ideation and follow up after the fact shows participants that you are invested in this work with them.

In my experience, creating safe spaces for D&I conversations to take place requires an environment with psychological safety by design. You can’t have a psychologically safe environment unless EVERYONE feels like they have: - Learner Safety: Am I given the grace to make mistakes and learn from them? - Contributor Safety: Is my voice and contributions valued? - Inclusion Safety: Is my lived experience respected? - Challenger Safety: Am I able to question the status quo?

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Always remember that discussions around diversity and inclusion must include the target audience(s). If you're having a more general discussion about DE&I practices in the company, make sure you seek out representative groups. Are you talking to members of the LGBTQIA+ community about proper pronouns? Are you seeking out people with disabilities to discuss web accessibility? These conversations should always be centered around, and ideally led by, those most affected by DE&I in the workplace. If diverse and inclusive hiring hasn't been a priority, then seek out experts and organizations with lived experience that can help facilitate these discussions.

When creating space for diversity and inclusion discussions, you must know your target that you’re countering and identify your shared values. D&I is not always about “feeling good” or self-righteous, but it’s about addressing the issues that led your company to that moment to begin with. So, understanding the root and historical context is important. It’s not enough to simply skirt around it, but you must address your past to better understand your present and future. This way you can address harmful narratives impacting members of your team and how to unlearn them for the sake of everyone being included.

One aspect I haven’t see mentioned so far is the importance of sharing stories, to help people to feel comfortable in sharing their own experiences / perspectives if they want to. The facilitators I work with are brilliant at this and this element is amongst some of the best feedback we receive.