Most of us know diversity and inclusion matters in the workplace. Studies show that corporations, governments, and other organizations experience greater economic growth when more women and minorities are included. Yet many systems were designed for a “standard” white male without consideration of the unique needs of women, minorities, and males who fail to meet the so-called standard.
As more non-whites and non-males have entered the workforce, the shortcomings of our systems have become more obvious, including for men who have never fully met the standard. Women call others to “smash the patriarchy”. Minorities demand that white people “dismantle racist institutions”. Even those who agree: a) aren’t sure where to begin, b) say the wrong things, or c) say nothing out of fear of repercussions. This can make already stressful workplaces even more chaotic, especially when managers try to ignore the conflicts, hoping they will resolve on their own.
They won’t. Instead, they will often escalate to discrimination, harassment, and hostile work environments that cause good employees to leave–and sue. But it doesn’t have to be this way. We can all build skill in discussing these emotionally-charged issues and resolving the related conflicts.
Proactive employers partner with me to investigate, mediate, and train on conflicts involving:
- Age discrimination
- Disability discrimination
- Gender and gender identity discrimination
- Race discrimination
- Religious discrimination
- Sexual harassment
- Workers compensation discrimination
Nance is passionate about her vocation and about mitigating broken relationships. ~ B.H., Executive, DC