It has been more than 12 years since the tragic encounter between Trayvon Martin and George Zimmerman, one that was based in racial prejudice and bias. The feelings of grief over the loss of this young life and my perceptions of ideal America persist. So does the fear that the United States might slip back into its horrifying past. I remind myself that thoughts and feelings are not reliable tests for reality and that there is still much each of us can do to move ourselves, our communities, and the world in better directions.
It might seem counterintuitive. We might want to look elsewhere for inspiration and avoid reopening wounds resistant to healing. However, the Zimmerman case offers valuable insights into the damage that racial prejudice can cause and the promise of developing conflict resolution skills, including through diversity, equity, and inclusion (DEI) training. Using the Five Actions of conflict resolution masters, which I discuss in my first book DIY Conflict Resolution: Seven Choices and Five Actions of the Masters, here’s how the conflict could have resolved in a way that Trayvon was still with us and ideally making a positive impact on the world. Likewise, Zimmerman might have avoided trials in court, the media, and the court of public opinion.
Action One: Define the Conflict
The conflict between Trayvon Martin and George Zimmerman centered around perceptions of safety and security in a gated community. However, it was not just a disagreement about community safety, but a clash intensified by the racial prejudices and fears each individual carried.
Action Two: Identify the Interests
Trayvon was a 17-year-old Black male who simply wanted to traverse the community. We can assume he was like we were at his age and not very self-aware or aware of his surroundings. He was likely a little naive and self-centered, which might have left him unprepared for an encounter with someone like Zimmerman, who saw him as a threat. His amygdala probably triggered his fight response. There’s much we will never know for sure.
Similarly, we will never fully understand what was going on in Zimmerman’s mind, even though he is still here to share his thoughts. On the night he killed Trayvon, Zimmerman was on neighborhood watch duty and intent on ensuring the security of the gated community. This might have caused him to see threats where there were none. Remember that when all you have is a hammer, everything you see is a nail.
It appears Zimmerman saw Trayvon and made assumptions about his intent in the community. Trayvon saw Zimmerman and made assumptions about his intent in the same space and time. There is substantial evidence that each were biased by racial prejudices.
Action Three: Play with the Possibilities
If this conflict had resolved ideally, Trayvon would still be alive, and Zimmerman would have completed his neighborhood watch without incident. They might have had a brief, reassuring conversation, recognizing their shared interest in community safety. Instead, we found ourselves engrossed in a murder trial that underscored the devastating consequences of racial profiling and prejudice.
Action Four: Create the Future
As we navigate our diverse world, we must refuse to let isolated incidents define our experiences or perceptions of others. Attempting to keep us safe, our brains develop prejudices and unintentionally play tricks on us. We should question all profiling and labels, looking beyond race, gender, ethnicity, sexual preference, age, and other characteristics. In most cases, we can lead with compassion, listening with our third ears, and protect ourselves without resorting to violence.
Action Five: Stay on PARR
To counterbalance prejudicial messages and master compassion, we must continually:
- Plan
- Act
- Revise
- Repeat
By doing so, we retrain our brains to be unifiers, not segregators. We become part of the solution. This requires persistence.
A Note About DEI
Several states have proposed and enacted legislation restricting DEI programs, if not banning them in places like schools and government offices. Misguided about the goals of many DEI initiatives, and often driven by fear, they focus only on external, personal identity characteristics, forgetting about diversity of opinion, thought, religion, and more. Let’s continue to learn from our past, adapt to our present, and shape a future where everyone feels included and valued.