The Art of Speaking First: An Essential Element in DEI Culture

Simon Sinek and other luminaries have often championed the philosophy of listening more and speaking last. While there's great merit to this approach, it's also crucial to realize the immense value in speaking first, especially in contexts related to diversity, equity, and inclusion (DEI). Speaking up, especially amidst challenges, can be the catalyst for positive change.

The Transformative Power of Speaking Up

Witnessing or experiencing bias, discrimination, or any form of injustice, the act of speaking first isn't just brave; it's revolutionary. By choosing to vocalize concerns, individuals disrupt cycles of negativity and encourage open dialogue. When situations are left unspoken, they fester, and the negative behavior remains unchallenged, paving the way for further transgressions

Speaking up doesn't merely resolve the immediate issue; it can also inspire others to share their experiences and observations. For every individual who voices their concerns about bad behavior or unfair practices, it's often seen that many more come forward echoing sentiments of, "Me too." The first person to speak out might not necessarily be the first victim, but by taking the initiative, they can potentially ensure they're among the last.

Diversity, Equity and Inclusion (DEI) & Speaking First

Central to the DEI movement is the principle that everyone's voice matters, irrespective of rank, background, or identity. Cultivating an environment where individuals feel secure and motivated to speak first epitomizes this principle.

As organizations across the globe aim to foster more diverse and inclusive work environments, the emphasis on speaking up becomes paramount. A study on workplace inclusion by 德勤 underscored that "voice" and "safety" are critical drivers in how employees perceive inclusivity. ?People need to feel a sense of security in their workplace and have the confidence that their voices will be heard and valued.

Why Speaking Up Is Emotionally Challenging

Neuroscientific research reveals that confronting or challenging situations, especially those that might result in social ostracism or conflict, can activate the brain's threat response. This reaction can make speaking up feel incredibly daunting. Moreover, the fear of being marginalized or penalized for voicing concerns, especially in hierarchical organizations, can further deter individuals. However, the silver lining is that as more people choose to speak up, these neural pathways can be rewired, and over time, speaking out can become an instinctual, empowering act rather than a fear-driven one.

Leading by Example

Top-tier management and senior executives play a pivotal role in fostering a culture of open dialogue. By setting a precedent and taking immediate action when concerns are voiced, they not only build trust but also underline the organization's commitment to ethical behavior and practices. Organisations, such WoMen in Finance Belgium , coordinated recently extremely interesting workshop for the Finance professionals about psychological safety and speaking up culture with the lead of Claire Godding and Jesse Segers .

While the art of speaking last can indeed be powerful, the act of speaking first is equally potent. In today's dynamic world, it's crucial for individuals at all levels to feel empowered to voice their concerns, ensuring that work environments are not just inclusive but also just and fair. Together, we can ensure that whether you choose to speak first of speak last, you voice resonates powerfully and commands the respect it deserves.

References:

Brown, B. (2018). Dare to lead: Brave work. Tough conversations. Whole hearts. Random House.

Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44 (2), 350-383.

Deloitte. (2017). The diversity and inclusion revolution: Eight powerful truths. Deloitte Insights.

Eisenberger, N. I., & Lieberman, M. D. (2004). Why rejection hurts: a common neural alarm system for physical and social pain. Trends in Cognitive Sciences, 8 (7), 294-300.