Today, and every day, everyone must do the hard work and have challenging conversations to expose racism and bias and understand each other’s experiences and perspectives. There are no simple solutions. But we must have constructive dialogue and work to dismantle structures that systematically disadvantage some and advantage others. These conversations are tough but essential. For honest conversations to work, participants must be willing to discuss difficult topics and sometimes experience a little discomfort.
Catalyst Resources
Blogs
- This Ancient Practice Helps Resolve Workplace Conflicts
- 5 Communication Skills Everyone Needs
- Handling Difficult Conversations
Case Studies
- Case Study: Bank of America—Investing in Women Supporter Exclusive
“In 2017, Bank of America rolled out a courageous conversation toolkit across the company to enable managers to host and facilitate courageous conversations within their lines of business, networks, or local markets. The toolkit encourages leaders to consider inviting community leaders, civil rights leaders, and outside experts to engage in open and honest dialogue on key issues. Bank of America’s Board of Directors is included in the more than 60,000 participants who have engaged in courageous conversations, demonstrating the company’s commitment to being an inclusive workplace that welcomes dialogue on issues that are important to its employees and the communities they serve.” - Case Study: Eli Lilly and Company—Employee Journeys and People Strategy Supporter Exclusive
“Conscious Inclusion training—attended by nearly 3,000 managers and supervisors globally—is another integral part of Lilly’s initiative. This training program explores the impact of biases and guides managers as they develop action plans for leading more inclusively. Conscious Inclusion equips managers to start courageous conversations that they might otherwise have avoided, which encourages all employees to be authentic and ensures that all the voices in the room are heard. They also focus on moments of choice, for example in hiring, to fight an unconscious bias to prefer someone just like you. Every participant in the training is encouraged to commit to inclusive actions that they can bring with them into the workplace.”
Infographics
- Conversation Ground Rules (see also: French translation)
- Flip the Script: Create Connections, Not Conflict, in Tough Conversations
- Flip the Script: Respond With Heart, Not Harm, in Tough Conversations
- Overcoming Conversation Roadblocks
Online Learning
- CatalystX: Communication Skills for Bridging Divides
- CatalystX: Inclusive Leadership Training: Leading With Effective Communication
Tool
- Engaging in Conversations About Gender, Race, and Ethnicity in the Workplace Supporter Exclusive
Webinars
- Starting Conversations About Gender, Race, and Ethnicity in the Workplace Supporter Exclusive
- Conversation Ground Rules—Gender, Race, and Ethnicity in the Workplace Supporter Exclusive
- Inclusive Communication Supporter Exclusive
Other Resources
Conversations About Gender
- How To Start Difficult Conversations About Gender Equality At Work Fast Company
- Fierce Conversations Are Needed Today To Achieve Gender Parity Forbes
Conversations About Race
- Let’s Talk Race: A Guide on How to Conduct Conversations About Racism Australian Human Rights Commission
- How To Have Conversations About Race At Work Forbes
- Speak Up: Responding to Everyday Bigotry Southern Poverty Law Center
- Talking About Race National Museum of African American History & Culture, Smithsonian
- U.S. Businesses Must Take Meaningful Action Against Racism Harvard Business Review
General Difficult Conversations
- Five Ways to Have Better Conversations Across Difference Greater Good
- How to Have Difficult Conversations Virtually Harvard Business Review
- You Just Had a Difficult Conversation at Work. Here’s What to Do Next Harvard Business Review
- Successfully Navigating “Difficult” Conversations Institute for Women’s Leadership
- We Have to Talk: A Step-By-Step Checklist for Difficult Conversations Mediate
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