With all the social and political upheaval around us in these troubled times, a business can't avoid thorny office-talk topics. People self-censor themselves, which could lead to feelings of resentment. But facing the issues head-on has the potential to result in massive fallout in the office environment.
Businesses shouldn't limit their employees' ability to discuss and comment on current events. However, they should ensure that these discussions don't descend into anarchy. Forcing employees to keep quiet about their opinion is a method employed by many organizations, but this approach doesn't help the worker grow through their discussion.
Below, 14 members of Forbes Human Resources Council explore how businesses can deal with broaching difficult current events topics within the workplace to ensure a positive and safe environment for all employees.
Members offer their best tips for bringing up controversial current events in the workplace.
Photos courtesy of the individual members.1. Acknowledge The Issue
First of all, acknowledge the issue. Then, allow safe avenues for people to have open, candid conversations about it. These conversations can inform what changes may or may not be needed within your organization. Commit to change and then follow through with it. Lastly, communicate, communicate, communicate! - Lotus Buckner, NCH
2. Be Genuine, Objective And Brave
Be genuine, objective, open and brave enough to have the dialogue. Although it may be different from one's current culture, the opportunity is always there to make the right changes that foster the right inclusive environment. Even if you have to enlist external help or resources to facilitate dialogue, do the work. Create a process for allowing open dialogue for your organization. - Melody Lenox, Axxess
3. Be Clear And Consistent In Your Commitment
Companies should be clear in their approach and consistent in their commitment to address difficult topics. It starts with leading the conversation, setting the tone and boundaries for what is appropriate in the workplace, and establishing the best forums for these discussions. Being thoughtful and forthright can help ease tension and create safe spaces in the midst of a volatile world. - Toni Best, Aduro
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4. Get Help From An Expert
We help companies learn to talk about difficult topics with their employees every day. The worst approach is always to say nothing. It can be misunderstood as a lack of empathy or, worse, prejudice. Having experts come in to talk about the topics, train employees or having panel discussions with audience participation is a great approach. - Katie Lynch, Apiary Life
5. Follow These Three Basic Steps
It comes down to the basics. It's imperative for leadership to, first, acknowledge the issue(s) and explain how the organization will listen to understand the issue(s) to, then, inform a set of defined action steps. These steps would need to actively incorporate diverse perspectives, particularly from those who are most impacted and who are also the closest to the customers served. - Bradley D. Soto, Anthem, Inc.
6. Start With Active Listening
Active listening is the first step employers must take to delicately address sensitive topics in the workplace. This can be accomplished by creating an open line of communication through meaningful surveys and pulse checks to understand employees' needs, challenges and desired support. Listening to employees’ voices helps leaders understand how to respond and take appropriate action. - Natalie Baumgartner, Achievers
7. Be Gentle And Inclusive In Your Approach
Recent research tells us that many minorities in the workplace are uncomfortable with candid conversations about race. This is a topic that should be approached gently and in an inclusive manner. Invite people to participate in conversations, but don't force them. The best thing a company can do is back up their words with actions by leadership. - Jessica Sheets, GlobalHealth
8. Ask The Right People For Input
Companies should broach difficult topics and current events by recognizing that the issues are happening, admitting that navigating these issues is not always easy and it is hard to know the right thing to say, but that they are open to learning. Once you learn about these issues in depth and ask the right people for their input, the company will then be ready to put out a thoughtful statement. - Remy Schneier, P.volve
9. Educate, Don't Regulate
Take the approach of increasing education and awareness rather than one of taking a hard position which will immediately create further division. In such a divided world, it's important companies offer education to those who want it without forcing any particular ideology through mandatory training unless it hits on discrimination, for example. - Tessa White, SHE Team, LLC
10. Proactively Reach Out To Impacted Employees
You have to acknowledge that your team is not OK and some members are in a constant state of suffering. Proactively reach out to your team members most impacted at a one-on-one level. Ask them where their head is. Ask them where their heart is. Ask them what they need. Listen to their answers. You don't have to be an expert to show that you really care and acknowledge that times are really hard. - Sonia Antolec, The Mom Project
11. Create A Safe Space For Dialogue
Organizations must promote open conversations on these difficult topics. Leaders must listen to these conversations with the intent of creating a safe space for open and honest dialogue. Leaders must participate in these conversations and listen thoughtfully with the purpose to understand. Leaders must engage with the assumption that others have pieces of an answer to craft the solution together. - Pradipta Banerjee, CGI Inc
12. Engage, Communicate, Stabilize
If issues affect our employees, customers or community, we believe it best to address. We do this the same way we approach other topics. First, make sure your employees are OK. Engage, communicate and stabilize. Then, listen, learn and educate, and understand the impact on our community. Finally, think through long-term change required and embed change elements in business processes moving forward. - Elisa Gilmartin, Fuze
13. Be Real And Transparent With Employees
Just do it! If you wait until the perfect program is built and everyone is fully trained and all risk is mitigated, you'll be way too late to the game. Just be real and transparent with employees – let them know it's a learning process, and prepare to all learn together! It won't be perfect, but you won't be able to refine what you don't start. Commit to openly discussing all forms of hate. - Jenny Glor, Vology
14. Invite Employees To Be Part Of The Solution
Ignoring difficult topics intensifies them. Try some strategies that can go a long way to creating a productive conversation. Listen to concerns without judgment, jumping into action or becoming defensive. Acknowledge that you have a lot to learn and don't have all the answers. Invite employees to be part of the solution. Focus on those issues that can have a positive impact on the workplace. - Sarah Johnson, Perceptyx, Inc.
