There are many different approaches to conducting dialogues across differences. We hope the tools below will allow you to choose the one that best fits your organization.
A Simple Dialogue Process: Head, Heart and Hands
HeartShift: How are we feeling?
MindShift: What are we learning?
SkillShift: What can we do?
THE TALKING CIRCLE DIALOGUE PROCESS
This process draws on an historic indigenous tradition practiced in North America. Using a “Talking Piece” or Talking Stick that is passed from person to person, participants pass or speak without interruption. The “Talking Piece” slows down the process, encouraging deeper listening especially to more quiet voices.
We Must Dismantle White Supremacy: Silence Is NOT An Option (Ben & Jerry)
This article is from Ben & Jerry speaking out against police brutality and voices its commitment to standing together with the victims of murder, marginalization, and repression due to skin color, and with those who seek justice through protests across our country.
Black women with natural hairstyles are less likely to get job interviews (CNN Business)
This article is from CNN Business and discusses Black women with natural hairstyles including curly afros, twists, or braids being less likely to get job interviews than White women or Black women with straightened hair, new research shows.
Your big questions about race answered (CNN)
This article is about race and for people seeking to understand others’ racism – or their own. This is offered as a safe space where you can pose questions you may hesitate to ask elsewhere answered by scholars and other experts on race.
Racism in America (Harvard University Press)
The excerpts in this volume—culled from works of history, law, sociology, medicine, economics, critical theory, philosophy, art, and literature—are an invitation to understand anti-Black racism through the eyes of our most incisive commentators.
Becoming Trustworthy White Allies (Yale University)
This article comes from Reflections: A Magazine of Theological and Ethical Inquiry from Yale Divinity School. It focuses on the belief in the possibility of becoming trustworthy white allies with the willingness to move out of comfort zones, risk having assumptions challenged, lives disrupted, and our ways of viewing the world transformed.
Race Equity Tools
Language can be used deliberately to engage and support community anti-racism coalitions and initiatives or to inflame and divide them. Discussing definitions can engage and support coalitions. However, it is important for groups to decide the extent to which they must have
consensus and where it is okay for people to disagree. It is also helpful to keep in mind that the words people use to discuss power, privilege, racism, and oppression hold different meanings for different people.
What It’s Like to Be a Black HR Leader in This Moment
This article expresses the comments of Beverly Carmichael, T. Tara Turk, Victorio Milian, Janelle Peterson, Madison Butler, and Angelique Hamilton and provides a window into the experiences of Black professionals in HR during this moment in time. All are navigating the complex intersection of protests, police brutality, and racism.
Black Teens Are Taking Their Fancy Private Schools to Task for Racism
This article discusses how black and nonwhite students around the country are taking to social media to share stories about what it’s like to attend majority-white high schools and colleges.
Racial microaggressions: examples and phrases for productive dialogue (CNN)
This article describes how microaggressions can be intentional or unintentional and sometimes even well-meaning. But they communicate hostile, derogatory or negative racial messages or assumptions to the receiver. The ability to even notice these instances requires educating yourself about the experiences of black people in America and the significance behind such remarks.
Dialogues Across Differences: Coming Together in Uncertain Times (The FutureWork Institute)
This presentation was used with clients after the 2016 election to enable participants in the session to express what they were feeling and learning from speaking with others who voted differently and then to practice generous listening in dialogues with others with opposing views.
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Race Matters: Breaking the Silence in the Workplace I (The FutureWork Institute)
This presentation was used for the Race Dialogue FWI/iMCI held on the ON24 Platform with for-profit and not-for-profit organizations on the subject of breaking the silence around race in the workplace. Please contact firstname.lastname@example.org if you would like access to the OnDemand version.
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Race Matters: Breaking the Silence in the Workplace II-Examples of Responses from Nine Organizations (The FutureWork Institute)
This presentation was the second in the series of Race Matters Dialogues. We have included slides from the last section where nine organizations discussed what they were doing to break the silence in the workplace around race: AT&T (See video on Advocacy page); WL Gore; Unilever; Sodexo; Delhaize America; Boehringer Ingelheim; BlueCross BlueShield of Rhode Island;YWCA and United Way.
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Race and Trauma in the Workplace During the Age of #BlackLivesMatter (The Winters Group)
A panel of consultants from The Winters Group share personal reactions and comment on how to deal with race and trauma with many participating in the chatbox. The presentation also includes results of the survey where respondents talk about their personal reactions and manifestations of the #BlackLivesMatter movement in the workplace since its founding in 2013.
Reexamining Race and Trauma in the Workplace: A Practicum (The Winters Group)
In this second part of the series, a panel of consultants take a deeper dive into the impact of trauma adding Dr. Danielle Busby, PhD, a trauma expert, to the discussion. The discussion focuses on race-based traumatic stress and some theoretical and historical background related to slavery, the civil rights era, etc. It also covers a range of ways that individuals can respond too trauma.
Healing After the Election: Restoring Our Quest for Inclusion (The Winters Group)
This session, facilitated by Mary-Frances Winters, took place right after the election to give participants a chance to express their emotions after the surprising election results and to start the healing process in our quest for inclusion.
Managing Through Times of Fear (Cook Ross)
In this webinar, Howard Ross and Roslyn Taylor O'Neale lead a discussion covering a number of questions: How is fear impacting you? How do you see the world? How do we break the cycle and move forward?
Managing the Diversity Dynamics in Our Politics (Cook Ross)
This webinar, facilitated by Howard Ross, discussed the growing rifts between the various political parties, the connection to our identity and emotions, and how this impacts the dynamics in society and the workplace. it also responds to the question of how we can bridge these growing divisions.
Race in the Workplace: Ways to Move Forward (Cook Ross)
This webinar explores the dynamics that make the conversation about race in the workplace difficult and offers techniques for a path forward. it discusses:
The challenges: Why don't we talk about race in the workplace?
The Benefits:Why should we talk about race in the workplace?
The Impact: How does race show up in the workplace?
The Path Forward: What do we need to know about each other?How do we have effective engaging conversations on race?
#No More Transphobia in the Workplace (Cook Ross)
Howard J. Ross and Allyson Dylan Robinson hosted a webinar to discuss transgender concerns in the workplace and the world, and take questions from the audience.
Women and Race: A Courageous Conversation
Leslie Traub and Rosalyn Taylor O'Neale led a meaningful exploration into the dynamics of cross-race relationships among women, constructing a path towards individual and collective wholeness and collaboration. The webinar highlighted some of the historical challenges between white women and women of color, how to more effectively approach each other, and what to do and not do in establishing ally-ship.
Navigating Islamaphobia in the Workplace (Cook Ross)
In this webinar, Howard Ross and Lobna “Luby” Ismail address the rising tide of Islamophobia that is all around us. “Navigating Islamophobia in the Workplace” looks at the impact of the current cultural environment, both on Muslim employees and on other employees’ attitudes toward Muslims, and offers suggestions on how to create healthy ways to constructively deal with these issues.
Virtual Learning Labs (The Winters Group)
Doing ‘The Work’: Personal Agency & Corporate Activism During Turbulent Times (2019)
We get it: the news, current events, politics and pervasive cultural and structural norms can be daunting, but what will you do about it? This 90-minute Virtual Learning Lab explores the ways in which we can leverage our sphere of influence to effect change, influence systems and engage others in service of equity, justice and inclusion. Our goal is for participants to leave feeling even more empowered to identify how they can continue to do ‘the work’ and facilitate impact in their own way.
Recording Link: http://wintersgroup.adobeconnect.com/p93r853cdf43/
Working Through Whiteness: An Introduction (2019)
This lab provides an introduction to the topic of whiteness and how this impacts the way we navigate the world around us and the work we do. We define white supremacy and how it manifests at varying levels of systems, including within our organizational policies, procedures, and culture while considering the good/bad binary of white identity.
Recording Link: http://wintersgroup.adobeconnect.com/p5rlopms49zj/
Facing Fragility: The Realities, the Challenges, and the Work
This lab discusses fragility and how we can face it in order to bridge the gaps in conversations that can perpetuate marginalization. It focuses on questions of: What is fragility and how can it hinder the journey to creating an inclusive organization? Why do we think people are not ready for certain conversations and initiatives? What about this assertion might be true and what about this might be untrue? How can we push harder to strike a balance? How do we move forward in the most inclusive way possible?
Affirming and Unpacking the #MeToo Movement Series (2018)
Description for Entire Series:
The #MeToo Movement has been a powerful force in bringing dialogue about gender, harassment, and power to the forefront. The narratives and experiences shared by women of different backgrounds and within different industries serve as a timely reminder of the work that still needs to be done to foster an inclusive, authentic, and respectful workplace--and world.
A. Affirming and Unpacking the #MeToo Movement Part 1: Gender at the Intersection of Race and Class
This is the first virtual learning lab in a three-part series that discusses the intersections of gender, race, and class within the context of this new movement. How do these intersections manifest in the workplace and in our communities? Who is most vulnerable? How can we respond meaningfully across these intersections?
B. #MeToo Movement Part 2 – Man to Man: Accountability, Backlash, and the Role of Men
This second virtual learning lab discusses the role of men in creating sustainable change from the #MeToo movement. We hear from men on their perspective on this movement and on how they can be a part of moving us towards greater justice around issues of sexual harassment. How should men hold themselves and one another accountable? How can men engage in the movement authentically so as to preclude a cultural backlash and foster healing? After listening to the stories of women, what’s next?
C. #MeToo Movement Part 3: A Bold, Inclusive Conversation®
The final session of this three-part series on the intersections and impact of the #MeToo Movement engages in an intergenerational dialogue across race and gender to talk about what we've learned and what we can do now. Mary-Frances Winters leads a Bold, Inclusive Conversation® around what's next in the #MeToo Movement. What do we do now, personally and in our organizations, once we've affirmed and unpacked the reality and complexity of the "Me too" stories around us? How do we remain steadfast in our commitment to include all voices at the table while seeking equitable solutions and spaces for healing and reconciling? How do we move forward with creating more empowering and authentic environments for everyone?
‘Ain’t I a Woman?’: A Virtual Talk on the Role of Intersectionality in Fostering Gender Equity (2017)
In examining inclusion through a non-intersectional lens, we miss the opportunity to understand the complexities and nuanced experiences of individuals who belong to these groups, but also experience them at the intersection of other marginalized identities. This 'virtual talk' explores the concept of intersectionality through the lens and experiences of trailblazing women of different backgrounds while offering strategies for creating more inclusive approaches to fostering gender equity within organizations and society at large.
DEBATE VS. DIALOGUE
A chart to use when explaining the difference between Dialogue and Debate and to leave up in the room during the dialogue process to remind participants when they have moved into a debate, rather than a dialogue.
Welcome to the Inclusion Allies Coalition, founded by a group of D&I firms and practitioners who believe we become stronger allies for those who feel marginalized when we join forces around dialogue, education, and advocacy. The resources below have been contributed by Coalition Members to encourage Dialogues Across Differences as we each strive to become stronger Inclusion Allies.
Race in the Workplace
Are these resources Open Source documents?
Open Source is a software term stating that it is free, can be used and amended by others, and that derivatives may be created without permission. The Resources on the Site are free. However, to use them, the Permission Agreement (on the Members page) must be submitted. And while the Resources can be customized, there are limitations to the customization, and derivatives may not be created without permission. The Resources have been contributed by the Founders, Founding Members and others and are developed by the various firms. Some customized versions may result in changes that invalidate the work. So, please honor their work and submit a permission statement before using.