In the quest for workplace diversity, equity, and inclusion (DEI), employers must consider the impact of amplifying hateful voices in their workplaces. Although their divisive messages might sometimes seem justified, or it could appear equitable to give marginalized voices a platform to correct past harms, these messages can create hostile work environments for other employees in protected classes.
Current Conflicts Bleeding into Workplaces
With a Presidential election this year, “liberal” and “conservative” labels will continue to be used to stereotype large groups of people, including in your workplace. If you don’t proactively address these divisive actions and continue to lead employees, your DEI efforts could be under constant attack and seem to be the problem.
Understanding Liberal Perspectives
From a liberal viewpoint, the fight for equity has historically focused on amplifying marginalized voices. However, there’s a crucial distinction between amplifying those voices and allowing the amplification of hate. The goal should be to create a workplace where everyone feels respected and valued.
Unacceptable:
- “[Descriptor] people [behavioral stereotype].”
- “That’s because she’s [descriptor].”
- “I can’t help it; I’m [descriptor].”
More Productive:
- “[Name], when I [conduct], I [describe]. I noticed you do it differently. Can you explain your thought process?”
- Listen to understand, not to judge or dominate.
- Accept that there might be more than one way to get a result.
Appreciating Conservative Perspectives
Conservative perspectives often emphasize the importance of free speech and minimizing government intervention. While this viewpoint champions individual liberties, it’s crucial to acknowledge the fine line between free expression and hate speech. The line is typically drawn where there is a threat of imminent harm, such as a call for violence against a particular person or group.
Some employees might argue that free speech should be limited whenever there is a risk of imminent psychological harm, which is almost impossible to verify and measure. Although it is prudent to minimize such risks, it might be easier to empower employees to choose whether to listen and how to respond productively.
Unacceptable:
- “I’ll kick your a**.”
- “I dare you.”
- “Try me.”
More Productive:
- “You’ve gone too far. This isn’t going to work.”
- Request a break and calm down before you engage.
- Suggest real solutions; don’t just label and complain.
The Role of Risk Managers, DEI Managers, and CEOs
Risk managers, DEI managers, and CEOs play a pivotal role in creating equitable and inclusive workplaces. They must balance individual rights with the interests of the workforce as a whole. This means setting clear boundaries on what speech or conduct is unacceptable in the workplace, including:
- Sexual harassment
- Discriminatory remarks and conduct
- Retaliation
Fortunately, these behaviors occur less frequently than more desirable ones. But that creates challenges, too, because it is difficult to build skill in addressing conduct you rarely see. That is why ongoing training and consistent reinforcement of rules are so vital to DEI success.
Conclusion
In our pursuit of workplace equity, we must remain vigilant against the inadvertent amplification of hate. It’s not about stifling free speech but about creating environments where individuals from all backgrounds can thrive. By addressing hate from both liberal and conservative perspectives, we can foster a deeper understanding of this complex issue. Together, we can foster an atmosphere of mutual respect and understanding that allows us to thrive at work, at home, in our communities, and in the world.