Opinion

Ready Or Not, It's Time To Talk

For decades organizations have been trying than their counterparts who feel excluded. to create and maintain diverse and inclu- So how do we retain and reap the benefits of having sive workplaces, while also trying to avoid diverse employees? Start with the “Talk”—that often disrupting the existing culture and creat- uncomfortable conversation that forces everyone to ing discomfort for those in power. As we engage in honest reflection about their lived experiences, grapple with our current reality, it is clear how such experiences differ from those of others, and that we cannot reach next-level inclusion without having why such differences matter. the “Talk.” The “Talk” in the Black community is when During the “Talk,” be open to learning about how your you teach your Black children, especially Black sons, traditional, well-established, well-intentioned “dance how to survive when confronted by the police. It is when parties” can lead to exclusion, isolation, oppression, and you discuss the history of Blacks in the United States, missed opportunities for those with different styles, the systems that were intentionally designed to exclude perspectives, experiences, and resources. It is impossithem, and the stereotypes and prejudices that continue ble to create an inclusive culture if you don’t know what to impact Black lives today. causes individuals to feel like they don’t belong. It is diffi-

Failure to engage in a version of the “Talk” at work cult to create inclusive programs, policies, and practices is preventing genuine and lasting workplace inclusion. without understanding the specific needs, interests, and Conversations about the “why,” the “how,” and the “now” challenges of those whom you seek to include. Inclusion regarding racial inequities cannot be avoided if companies must move beyond inspiring statements to understandwant to survive and thrive. ing, respecting, and utilizing differences.

Diversity has gone through several phases. At its incep- The “Talk” helps to uncover societal barriers that have tion, it was embraced primarily for legal compliance. contributed to employees’ perceived limitations, as well as Companies found themselves searching for a few token their strengths. It helps to reveal new ways of leveraging Blacks in order to avoid lawsuits. Shortly thereafter, as the strengths and addressing limitations. Perceived limitaclientele of many businesses became more diverse, compa- tions may be merely differences; however, it is difficult to nies grew concerned about their ability to meet the needs distinguish between the two without eliminating language and interests of diverse customers. Subsequently, smart like the “right way,” “the best way,” or the “only way.” business leaders realized that diverse employees could When you engage in the “Talk,” display genuine curiosadd value in ways beyond providing diverse customer ity, practice active listening (listen to understand and service. As research began to confirm the business benefits not to defend), exercise empathy (try on perspectives of a diverse workforce, organizations began seeking out of others), and commit to using information learned diverse employees, primarily to hire the best talent and for future planning. Then re-examine well-established, gain a competitive edge. well-intentioned, long-standing processes, and be

Although organizations were hiring more diverse prepared to change the party planning/employee retentalent, they were struggling to retain them. Thus, “inclu- tion system. sion” became the buzz word. Efforts began to create a Chicago-Kent College of Law is not afraid of the “Talk.” culture where all employees would feel as though they We are having brave conversations through our commubelong, be motivated and empowered to bring their nity dialogues, Equity Talks series, and antiracism initiaauthentic selves to work, and be positioned to reach their tives. These are difficult but necessary discussions. I hope full potential. Diversity professionals began heralding the you will join us in having the “Talk” in quote by Vernã Myers, “Diversity is being invited to the your workplaces and organizations. party. Inclusion is being asked to dance.”

Sticking with the dance analogy, what happens when —Marsha Ross-Jackson, your style of dance is different than that of other guests? assistant dean for What happens when the music being played doesn’t align student professional with your taste in music? What happens when everyone, development and head except you, is bonding over similar dance moves and of the Office of Diversity, singing lyrics in unison? What about when you can’t afford Equity, and Inclusion fancy party clothes? In summary, what happens when people are invited to the dance and asked to dance, but when they start dancing in their own authentic way, there is laughter, whispering, disregard, or efforts to teach them how to dance like the others? I’ll tell you what happens: they leave the party. They go to another party where they feel they belong. A study by BetterUp found that employees who feel a sense of belonging demonstrate a 50 percent reduction in turnover risk, a 56 percent increase in performance, and a 75 percent decrease in sick days