Our orders are delivered strictly on time without delay
Our orders are delivered strictly on time without delay
Consider the opportunity for civil discourse (the concept of being able listen for understanding) on diverse teams. From a leadership perspective, discuss how you can facilitate interactions about diversity, inclusion, and equity among peers and those under your supervision without discounting the perspective of others. Provide a specific example to support your response.
A team of 15 members (supervisors and peers) has just completed a mandatory, company-wide diversity training that included launching a new mentoring program. During a follow-up discussion, a conflict arises:
Peer A (Minority Group): "I appreciate the focus on inclusion, but this mentoring program feels tokenizing. It focuses too much on pairing high-potential diverse staff with senior leaders, which just reinforces that we need external help to succeed, rather than recognizing our internal merit."
Supervisor B (Majority Group): "I disagree. I think it's a vital equity measure. My perspective is that it's necessary to address the systemic disadvantages that have held some people back. It's about leveling the playing field, not suggesting a lack of merit."
As the leader, I would intervene using structured facilitation:
Validate Both Perspectives: I would first acknowledge the core validity of both viewpoints.
"Thank you both for sharing such honest and insightful feedback. Peer A, your point about the potential impact of tokenism is critical; we never want the program to feel like a handout instead of an acceleration of merit. Supervisor B, your perspective on equity as leveling the playing field is the ethical basis for the program. Both viewpoints are essential for us to properly implement this."
Redirect to Shared Problem-Solving (Listening for Understanding): I would then reframe the issue from a debate over principle to a discussion over implementation by posing a clarifying question:
Facilitating effective civil discourse on diverse teams is a critical leadership competency rooted in psychological safety and empathetic communication. Leaders must create a structured environment where differing views on diversity, inclusion, and equity (DEI) can be expressed, critically examined, and respected, even when in opposition.
To facilitate interactions about DEI without discounting any perspective, a leader must adopt the role of a process architect and an impartial moderator.