The most important DE& I conversations are difficult, here's how to start them.

The path to building a fair and inclusive workplace can be a rocky one. Especially because people start in so many different places But our foundation should be building authentic, meaningful connections with the people around us. A single conversation can yield change in a way that a thousand emails or informative articles can't.

Our recent DE&I webinar featured industry experts, Matthew Stanbury, Group People Director, NWF Group, Mathew Watson, Diversity & Inclusion Manager, Greencore, and Lauren Whiteman, Early Careers Talent Resourcer and DE&I Lead, Peregrine. The discussion focused on how we can bring diversity and equality closer to the centre of the workplace and build change that is meaningful, sustainable, and measurable.

Where do DE&I initiatives start

Engaging with managers is critical, but they may fear DE&I initiatives because they don’t want to get things wrong. Most of them want to do a good job, they’re decent people and have no appetite to offend anyone or risk sounding unprofessional. The topics connected to DE&I can be very emotive. Just dipping your toes into the water isn’t enough, everyone needs to get involved and learn more. But to do that, people must feel safe and fully supported. For example, finding the right way to address neurodivergence can be difficult, as can understanding the nuances around gender and social mobility. Maybe your colleagues don't realise they have a bias or are defensive about a past experience. Biases aren’t all negative, they can protect us. We all put a layer on top of experiences to form our perceptions of the world and the people around us. Changing those layers is challenging.

Top tips for starting difficult conversations:

1. Keep your intention clear. Why is this important? What are you working on? Where does it lead? Return to your foundation to engage with your managers and help them to change by providing a shared goal. Help them to put self-preservation aside and
2. Create a safe space. People need to step back and view things from a different perspective. Education can be a key to this process.
3. Just commit. Accept that some managers will adapt quickly, and others might need more coaching. The first conversations you have with people may feel uncomfortable or wooden because the topics are emotional and complex. Keep your intent in mind and remember that your aim is to help someone become the best version of themselves.
4. Give it time. People won’t be comfortable changing their ideas immediately. A single meeting or training session won’t be enough. Put a framework together that will take people through the changes. Consistency is key.

Join our next DE&I webinar, Neuroinclusivity: Tips on building a workplace that works for everyone on Tuesday, 9 July 12:30 PM-1:10 PM. It's an opportunity to discover how organisations of all kinds can take steps to build a workplace that welcomes neurodiversity and enables everyone to reach their potential.

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