Mastering Diversity in the Workforce: Increase the Benefits, Eliminate the Drawbacks
Shari Elle
Founder | Speaker | Internationally Certified NVC* Trainer | We optimize human brilliance so you generate visionary results, lead with human connection, and create energized places to work.
By Shari Elle and Suzanne Brown
In theory, diversity in organisations is a wonderful thing. Having diversity in gender, race, age, professional experience, sexual orientation, religion and ethnicity creates the inclusive culture that 76% of potential employees are seeking. Where teams are 1.7 times more innovative (increasing revenue by 45%), are 87% better at decision-making, gain 70% new markets and generate 25-35% more profit. It also makes the world a more creative, fulfilling, motivating, and compassionate place.
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However, in real life, diversity within our workforce can also create tensions that are often unacknowledged. By its nature, it brings into focus our biases, assumptions, expectations, and cultural perspectives of how we think the world should operate, including the quiet judgmental lens through which we see the world.
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Without an open, safe way of communicating these moments of differences, the richness of experience and perspective you were hoping to bring to your organisation can be buried, never to be seen as people attempt to "fit in" to the unspoken fixed culture of the workplace.
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Often, the organisation then introduces more and more rules to “manage” what is allowed to be said and when, to try to avoid these moments of discomfort and disconnect. The unfortunate result can be increased wariness and shutting down the very diversity of perspective we are hoping for.?
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So often I have seen organisations that employ people of diversity with outstanding skill sets, who remain silent and never gift the wisdom and experience they were employed to bring.? In critical moments, their authentic voices are silent. Factors like cultural norms, fear of backlash or marginalisation, or lack of psychological safety can all contribute to a culture of team members not speaking up when they see biased behaviour, lack of cultural awareness or ideas or perspectives that differ from the Groupthink.
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Organisations care about diversity, yet the practical application of this makes diversity difficult, given the way we habitually communicate. I often see organisations attempting more inclusive communication, resulting in politically correct words but no genuine openness, safety or respect.? Even if the right words are said, the recipient’s stomachs are still churning with all that is unsaid but still detected in the space.
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No matter how kind the tone or how couched in “I” statements and similar taught communication strategies, if there is even a whiff of blame, judgement, superiority, etc. in what is said, the message has a great chance of coming out sideways.
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In my experience - Energy Trumps Words Every Time.
So what is unsaid will always speak louder than the words used. And if the energy and words are incongruent, unclear, or insincere, trust and safety are diluted at lightning speed.? And this can never be successfully mandated by an organisation’s policies.
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Authentic Communication (AKA Nonviolent Communication or NVC)* is a powerful tool to assist everyday conversations and support the organisation’s culture in bridging differences. It helps people have complex and meaningful conversations and address challenges without judgment, criticism, and fixed ways of thinking.
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It helps people learn and grow together and develop better ways forward that enriches life. It also helps us to identify and address, without blame, the unseen biases we hold as we grow together.
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In Authentic Communication (AC), we use a very simple 4-step Framework of Communication. Our intention whilst we use AC is to enrich life. Not to win, or show our way is better, or to get you to change your mind. Instead, we want to understand what matters and to contribute together to, in founder Dr. Marshall Rosenberg's words, "Make Life More Wonderful."
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When an issue arises, rather than being silently furious, quietly critical, or complaining behind backs, a conversation could go like this….
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1.????????? We share what we are seeing or experiencing that is evoking a response in us. We are just interested in the facts.
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"When I remember you said yesterday that you supported the project, and then heard from Josh today that you would be voting against it..."
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2.???????? How do you feel when you experience this?
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"I am confused."
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3.???????? What really matters to me about this? What is the “quality of life” or “need” calling for my attention?
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"Because I'd love understanding around what has changed your mind and what is here for you now about this project."
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4.???????? What request do I have that would enrich this quality of life and potentially make life more wonderful?
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"Would you tell me so we can work out a way forward that works for everyone?"
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With over 2 decades of experience with Authentic Communication, I have rarely, if ever, seen an instance where doing this inner work first hasn't created more open, compassionate and authentic communication. A business person I was coaching recently (story shared with their permission) found, "This 4-step process has transformed every communication I have – with myself, colleagues and my family. I use it almost daily to work through big and small issues or even work out what's not sitting well with me. Because I was calm and clear, conversations I'd been losing sleep over went smoothly and harmoniously, with both parties feeling we'd achieved a meaningful and mutually beneficial resolution. And without compromise!"
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There's no doubt that diversity done with rigour and openness delivers significant cultural, creative and financial gains and a communication style to support that is absolutely vital.
Shari Elle: Founder, Speaker and Internationally Certified NVC* Trainer at The Communication Group. ?They optimize human brilliance so you generate visionary results, lead with human connection, and create energized places to work.
Contact Shari if you'd like to explore how Authentic Communication could make diversity the safe, enriching and engaging experience it aims to provide in your organisation.
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Suzanne Brown: A researcher and writer who believes everything is interesting if you ask the right questions. She's particularly passionate about how Authentic Communication transforms relationships.
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