How Leaders Can Break the Silence and Create Safe Spaces for Dialogue about Diversity.
A poll conducted by RightTrack Learning (2021) revealed that “55% of people are too scared to talk about diversity and inclusion in the workplace for fear of saying the wrong thing.”
Frankly, this comes as no surprise.
I recall a conversation with the Managing Director of a Sales department at an asset management company where she openly admitted that she felt uneasy discussing certain aspects of diversity, particularly topics like culture and ethnicity. Her hesitation stemmed from a fear of saying something wrong and facing backlash. Despite her genuine intentions and desire to promote a more diverse workplace, the fear of making the wrong move held her back.
What struck me most was her willingness to express these concerns to me. I thought to myself, “Why does she feel comfortable discussing this with me, but not with others in the firm?” I believe there were two reasons for this: (1) I initiated the conversation (so I was risking myself, so to speak…), and (2) I listened without judgment, creating a space where she felt safe to be candid.
But let’s address the “Elephant in The Room”— I am olive-skinned and she is white.
Isn’t it a sad irony that we consistently champion Diversity, Equity, and Inclusion (DEI) in corporate spaces, yet so many feel uncomfortable having these very conversations at work?
The truth is, these difficult conversations need to happen.
Corporate Culture in Diverse Cultures
Understanding cultures is integral to any discussion of diversity. Cultures encompass a wide array of elements—norms, traditions, spiritual beliefs, heritage, languages, and values such as family orientation or individualism. It also includes perspectives on time, geography, and much more. And yet, these are precisely the conversations that are difficult to navigate through at work.
So, how can professionals manage these cultural challenges without constantly fearing the consequences?
“It needs to come from the Top”
In conversations with mid-level managers and senior executives, a common sentiment emerged: “It needs to come from the top.” Employees are unlikely to engage in risky conversations if they don’t feel it’s safe to do so. Senior leadership must actively encourage discussions around diversity. When top management encourages an inclusive environment, it sends a clear signal that these conversations are valued, not dangerous.
“I don’t want to be thrown under the bus”. The need to promote a forgiving culture
Have you ever heard the phrase, “I don’t want to be thrown under the bus”? The first time I encountered it was in the UK, where it is a common expression. According to Wikipedia, it refers to the act of “blaming or abandoning someone for selfish reasons, often in situations that are controversial or embarrassing”.
This sentiment highlights a deeper issue in many organisations—employees feel there is no safety net, no room for error. To avoid blame or embarrassment, they shy away from addressing sensitive topics like diversity.
Companies must promote a culture that values forgiveness and learning from mistakes. When employees feel safe to admit their errors, they are more likely to grow from them. Such an environment not only supports individual development but also strengthens the overall workplace culture.
Provide Ongoing Training
Cultural competency training should be more than a box to tick—it must be an ongoing effort.
These sessions should go beyond the basics, exploring the subtle dynamics of different cultures to help employees navigate complex interactions with understanding and respect.
Cultural missteps are inevitable in diverse workplaces, but top management holds the key to making diversity conversations easier. Leaders must create an environment where these discussions are safe, open, and encouraged. It’s in their best interest—promoting inclusivity leads to innovation, better decision-making, and increased engagement. By promoting a culture of learning and forgiveness, management not only strengthens the workplace but also ensures that diversity becomes a driving force for success.