Twenty years ago, I worked for a department store when I participated in my first employer-sponsored "diversity training". Employees sat together in the break room while the presenter lectured that diversity is good, and humans have more commonalities than we have differences. Most of the training is a distant memory, but the presenter's culminating statement stuck with me. They left participants with what was supposed to be sage advice for our work environment, "What you think is your business, but what you say affects others." At the time, the company was concerned about some friction that was occurring among an increasingly diverse workforce. The training aimed to smooth the tension over, but - as evidenced by the presenter's parting words - it had a surface-level focus on diverse people getting along, while lacking strategies specific for inclusion or belonging. Telling people that it is okay to have prejudiced thoughts as long as you don't voice them does not create inclusive spaces. Thoughts guide actions, and implicit biases influence decisions; therefore, equity and inclusion efforts require shifting perspectives.
The conversations and work that center inclusion and transform spaces are difficult and uncomfortable, but necessary. When people feel discomfort, they have to be guided to lean into it, rather than back way, because that space - that place of discomfort - is where growth happens. It takes a concerted brave space to allow for collective growth. Brave spaces are not a new concept, but like any diversity, equity and inclusion (DEI) strategy, the results are only as good as the implementation. A commitment to creating and maintaining inclusive spaces requires a comprehensive DEI plan that addresses and eliminates inequities, and fosters a positive climate. Brave spaces are a climate strategy within DEI plans; they are spaces that advance challenging dialogue in order to shift perspectives and eradicate prejudice and bias. Below are 5 tips for facilitating brave spaces:
Conduct training, with the help of experts, so that staff at all levels gain a thorough understanding of the organization's DEI goals and rationale behind brave spaces. Workshops serve as guidance and modeling for brave conversations. In addition, in depth training should prepare the organization to sustain the effort.
Develop clear expectations and guidelines for difficult, brave conversations that are co-constructed with participants and align to organizational values. In addition to participant-generated guidelines, facilitators should always include being respectful and not tolerating personal attacks. Brave spaces do not mean people can be crass or nasty to each other.
Have tools of support in place for a restorative session if a difficult conversation seems to become too controversial or irreconcilable. There is no such thing as "letting it go" if people who share space have strong disagreements; remember, thoughts and implicit bias affect decisions and adversely impact equity.
Keep in mind that the purpose of brave spaces is to change mindsets that marginalize people with vulnerable identities. Research tells us vulnerable populations do not experience risk-free spaces. Therefore, skilled facilitation of brave spaces pays special attention to empowering marginalized identities and ensuring that they are not silenced or traumatized.
Monitor outcomes and be prepared to make difficult decisions. Measurable DEI goals can support accountability. Talent is not finite, and people deserve to coexist in inclusive spaces.
Creating brave spaces sounds like lot of work, because it is. This work is difficult and it takes clear organizational values and commitment - not at all like the one-shot diversity workshop I had on a Friday morning in a break room 20 years ago. If you have the courage to do that work, the return on investment will be worth it, because a positive climate impacts every facet of an organization.
Courageously,
Dr. Violet Jiménez Sims
Co-Owner and Lead Consultant
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