In any workplace, feeling excluded or marginalised can deeply impact a person’s engagement and wellbeing. Communicating these feelings effectively is crucial. The awareness it creates can be validating for the person experiencing them, while also teaching others to value, respect, and celebrate different lived experiences. This blog explores various strategies that can help us to initiate these often difficult but constructive conversations. By enhancing communication and understanding, we can build workspaces that respect and embrace differences.
When you feel excluded or marginalised, expressing your feelings can be daunting. But, clear, honest, and vulnerable communication is an essential part of making your experiences known and understood. Start by identifying specific instances where you felt marginalised and describe them without generalising or exaggerating what happened. Use "I" statements to focus on your personal feelings, rather than placing blame or shame on the person that upset you. You could, for example, try saying something like, "I felt overlooked during meetings" instead of "you never let me speak." This approach is likely to encourage a more empathetic response from colleagues.
It’s also crucial to be honest about the impact of these experiences. Let your colleagues know how being marginalised affects your work and your wellbeing. Vulnerability can be powerful. Sharing your feelings openly tends to foster deeper empathy and connection, making it more likely for others to support changes that enhance inclusivity. Prepare yourself mentally for various responses, and remember, that the goal is to foster understanding and improve your workplace environment for everyone involved.
Approaching conversations about discrimination requires careful consideration and planning. Timing is crucial. Try to choose a moment when both you and the other person are likely to be most receptive and less stressed. Ensure you have the necessary privacy and sufficient time to have the discussion without any interruptions.
Setting a constructive tone from the beginning is also key. Approach the conversation with calmness and a desire to be understood. This is far better than speaking up from a place of anger or frustration in the heat of the moment. Express your intent clearly. It could help a lot, for example, to tell the person that your goal is to improve working relationships and create a more inclusive environment. Use language that invites dialogue and that includes them in a positive way, such as "I would like to share some experiences with you because I believe we can work together to improve our team's inclusivity."
Be prepared for a range of reactions. The most important thing is to remember that you have the power to guide the conversation gently but firmly back to your needs and feelings if it goes off track. Empathy on both sides can lead to more productive outcomes and can pave the way for ongoing, open communication.
Effective communication is not just about talking – listening is just as important. Active listening involves fully concentrating on the speaker, understanding their message, responding thoughtfully, and remembering the information later. This can really help to enhance psychological safety in the workplace, making all members of your team feel that their voices are heard and valued.
To practice active listening, start by giving your full attention to the speaker. Try to also avoid interruptions or judgmental statements. Reflect on what is being said and ask questions if you’re feeling unsure or need clarification. Show empathy and validate the speaker’s feelings by acknowledging their experiences. Even if their perspectives and beliefs are different from your own. This can bridge gaps in understanding and reduce feelings of isolation for those feeling marginalised in the space.
Training programs that enhance listening skills can be another valuable tool for fostering a supportive and inclusive workplace. These programs can help build team dynamics and spaces where all employees feel they can share their true selves without fear of discrimination or exclusion.
Role of Allyship in Inclusion
Allyship plays a pivotal role in transforming workplace culture. Being an ally means recognising your privilege as a non-minority, understanding the experiences of marginalised colleagues, and taking action to support them. You may start your journey to allyship by educating yourself on the challenges faced by your colleagues and the complexities of the discrimination they’re facing. Be the change you’d like to see by speaking up against unfair practices and advocating for changes that promote fairness and acceptance.
Actionable steps could include:
For example, let suppose you noticed suddenly that one of your colleagues is consistently interrupted in meetings. You could help by acknowledging and amplifying their contributions when it’s your turn to speak.
Allies can also promote inclusion by participating in diversity and inclusion training sessions and encouraging others to do the same. By becoming a proactive ally, you can help create a workplace that not only acknowledges diversity but actively supports and celebrates it.
Effective organisational policies and practices are crucial in supporting open communication and reducing discrimination. It may help to review existing policies to identify any gaps in addressing discrimination. These can then be updated promptly to ensure they make accommodations for the needs of a diverse workforce. Implementing policies such as clear anti-discrimination procedures, regular diversity training, and transparent communication channels can make a significant difference.
Highlighting successful inclusion initiatives can also inspire positive change. For example, discussing the positives you and your team took from specific mentorship programs for underrepresented groups. You could even suggest regular diversity audits that have worked well at other companies or in other teams, and consider how similar strategies could be applied in your own team or organisation. Tailoring these initiatives to fit the specific context and needs of your workplace can help create more sustainable and impactful results in the long run.
Understanding and addressing discrimination and marginalisation in the workplace requires ongoing commitment from both individuals and organisations. By communicating effectively, listening actively, practicing allyship, and instituting robust policies, we can build workplaces that are not only diverse but truly inclusive. As we reflect on these strategies, we can each try to commit to ongoing learning and improvement.
Ready to simplify people management, optimise performance, and take better care of your team? To experience the impact of our comprehensive approach first-hand, book a demo now!