Protesters in Oxford, England, on May 25 2021, on the first anniversary of the murder of George Floyd. Picture: GETTY IMAGES/LAUREL CHOR
This framing not only misrepresents the nature of these conversations, it represents a shift that could be damaging to employees and workplace cultures. First, recognise that employees want to have these conversations. Leaders may think there is a silent majority of employees that would prefer to avoid these topics. However, new data tells a different story: in a recent survey conducted by The Harris Poll on behalf of, 68% of Americans said they should be able to discuss racial injustice at work.
These conversations are not only important to employees as individuals, they can be a valuable tool in creating a more inclusive workplace — a topic employees care about deeply. Recent data shows that 72% of people want their employer to invest in creating an inclusive workplace. I generally recommend that these conversations be optional, rather than mandatory. The goal of these conversations is not to engage every single person in the company in conversation. And the people who choose to opt out of these discussions are likely to be those most likely to either cause harm or be harmed. That may mean, of course, that people who have a lot of learning to do aren’t there.
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