Why we feel voiceless in conversations around DEIB
The current global zeitgeist is one of fear and anger. The rise in populism, nationalisms, protectionism and mistrust of “the other” reflects these two emotions. The effect of this? Retraction and isolation to what is perceived to be “safe”: like-minded thinking, echo chambers, shared beliefs and a defense of “truth” or one’s ideology. This phenomenon is not limited to society at large, but also extends to the workplace.
Organisations often have an anachronistic approach to employee behavior, expecting them to arrive "sanitized" and ready to work, leaving their personal experiences and emotions at the door. This expectation of "professionalism" can contribute to low engagement, poor participation, and a lack of trust within the workplace. Employees may feel unsafe to speak up, leading to a culture of voicelessness.
This culture of voicelessness is particularly pronounced when it comes to discussions around diversity, equity, inclusion and belonging (DEIB). Employees may feel hesitant to speak up out of fear of being judged or labeled. For example, white employees may feel uncomfortable discussing DEIB matters for fear of being labeled as racist, while black and brown employees may worry about being labeled as "angry" or "radical." IThis fear of judgment and persecution can lead to a culture of silence, where employees avoid discussing DEIB matters altogether.
This voicelessness not only has negative effects on employee engagement and participation, but also on the organisation as a whole. It can lead to miscommunication, poor relationships of trust, micro-aggressions, and exclusion. It can also result in a lack of career progression and the attrition of talent.
To combat this culture of voicelessness, organisations must take brave steps to open up dialogue and begin thinking about a diversity literacy within the workplace. Having "tough conversations" around DEIB is no longer a nice-to-have, but essential for the healthy functioning of successful organisations. It is how we begin connecting and building trust. How we start exercising empathy and compassion. It is how we practice authentic leadership and demonstrate vulnerability. It is how we learn how to manage and support "the other." How we build team (read: social) cohesion. It is how we engage and thus drive engagement and participation. It is how we learn how to negotiate space and relationships. It is the skill set of the future.
Starting the conversation is the first step. But it is also important to create a safe and supportive environment for these conversations to take place. This includes educating employees about DEIB, providing training and resources, and creating policies and procedures to address issues related to DEIB. It also requires leadership buy-in and commitment to the process. By creating an environment where employees feel safe to speak up and share their experiences, organisations can create a culture of openness and inclusiveness.
In conclusion, the culture of voicelessness that exists within our society also exists within organisations. It is important for organizations to recognize this and take steps to address it. By creating a safe and supportive environment for DEIB conversations, organizations can improve employee engagement, participation and trust, drive social cohesion and progress towards a more equal and inclusive society.
