Diversity & Inclusion
Applying Inclusion Principles in the Prevention of Workplace Harassment By André Smith, David Treworgy, and D. Stuart Phelan
This column is designed to empower employees experiencing harassment with appropriate responses to inappropriate workplace behaviors.1 The authors’ recommendations reflect lessons learned addressing real-world situations.2
Concepts An ounce of prevention is worth a pound of cure.3 As a healthy person is less prone to infection, so are healthy work environments less vulnerable to harassment. Deter discrimination and hostility by building the collaborative relationships, rapport, and mutual respect with co-workers that form the foundation for an equitable and inclusive organizational culture.4 Simultaneously, ready yourself and colleagues to counter negative behaviors in a consistently constructive and professional manner. Incivility can be contagious, so address it immediately and never let the disease spread in your office.
Application
The authors share several decades of joint experience. Their relevant career adventures include lawyering, working as EEO and DEI practitioners, teaching and coaching, and consulting, In this column, the authors speak in their personal capacities, however, and not on behalf of any other entity with which they are currently or previously affiliated. Feel free to share your suggestions for how to apply DEI principles to improve the work environment. You can email the authors at phelan.stuart@gmail.com. ©2022 André Smith, David Treworgy, and D. Stuart Phelan. All rights reserved.
Flexibility is fundamental. There is no “one-size-fitsall” solution to the plethora of people problems present in today’s workforce. Like an investment portfolio, your organization’s workforce should be diversified to reap better returns over time; like investments, a diverse workforce must be managed and balanced as circumstances change. You must be agile enough to adapt your Diversity, Equity, and Inclusion (DEI) strategy to the tactical realities you encounter. Learn from experiences and grow.
Preventive Strategies to Deter Harassment and Foster Inclusion Ever notice how just one obnoxious colleague can make work miserable for everybody? This illustrates the impact that one member can have on an organization—for better, or worse. Because every employee’s contribution and perspective matters, every employee shares responsibility for maintaining a fair, inclusive, and harassment-free work environment. You can do your part in three ways. 1. Prepare for early intervention. Rapid response to workplace aggression is best because hostility can
escalate quickly. People can rise to the occasion only with a sufficient level of advance readiness. Be ready when your moment arrives. Educate yourself. Reading your organization’s anti-harassment and equal employment opportunity (EEO) policies is a logical place to start. Knowing what behaviors will not be tolerated and who to contact for assistance will allow you to assess and act promptly should an incident occur. Invest in yourself. Develop conflict resolution tools to bolster your all-important soft skills. Maximize opportunities to attend DEI training related to allyship, civil treatment, negotiation, unconscious bias, and inclusive behavior. Establish organizational conduct and civility standards. Formulating a DEI statement and norms of behavior for your work unit offers an opportunity to communicate expectations and ensure that everyone receives notice of what will be expected of them. The conversation this exercise encourages also provides a collective chance to consider and discuss what equitable treatment entails and what inclusion involves. 2. Model inclusive behaviors. Employees often exert their biggest influence on the work culture through routine daily interactions with others. Diversity is a fact, but inclusion is a choice. Set an example and build connections with your co-workers. Demonstrate civility and professionalism. Treat everyone fairly and with kindness and respect. Welcome newcomers and reach out to the isolated; listen to others’ ideas and validate their opinions; leverage teammates’ unique abilities and recognize their contributions; and encourage collaboration and teamwork. Pay particular attention to interactions with people you dislike or disagree with. Exercise self-awareness in confrontational situations. Establish a high benchmark for professionalism and civility in your office. Treat disagreements as opportunities to build trust and establish your personal reputation for courtesy and diplomacy. Strive to resolve conflicts amicably by reflecting on your role in the dispute and using empathy to understand others. July/August 2022 • THE FEDERAL LAWYER • 9
