Although it’s challenging to get through, it’s an opportunity to build positive relationships and acknowledge the barriers that make work-life integration nearly impossible for so many. These kinds of conversations take courage and require openness, authenticity, a safe place, and honesty to make it work.Ĭourageous conversations are not just about the skills needed to get through the hard bits though it’s also about using inclusive and purposeful language to move the conversation forward in the right way. The nature of these types of conversations means that emotions are often very high and it can be embarrassing, awkward, and just plain stressful for those involved. What is a Courageous Conversation?Ĭourageous conversations are those that are initiated with the purpose of discussing issues that are difficult and uncomfortable, such as talking about systemic racism or lack of women in leadership. And it starts with courageous conversations. But, with recent events shining a bright light on these issues, and the “Great Resignation” putting pressure on headcounts, it’s never been more important to address DEI in the workplace. For many, it’s difficult to even begin the conversation around the systemic inequalities that exist in the workplace, let alone create real, lasting changes that truly work to level the playing field for people with marginalized identities. This prevailing apathy has led some organizations to do little more than give lip service to the idea, along with checkboxes for tokenistic “diverse” hires. Diversity, equity, and inclusion (DEI) in the corporate world has long been thought of as just another group of buzzwords, with nearly 51% of white c-suite executives believing that it distracts from a company’s “real” work.
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