Having inclusive conversations about stress

Leaders, managers and supervisors must also develop the necessary skills and strategies to engage in inclusive conversations.

This approach assists individuals in navigating diverse perspectives, building stronger relationships, and promoting greater inclusion and belonging within the workplace. Genuine curiosity, empathy, and understanding are essential components of inclusive conversations, turning them into valuable learning opportunities for all participants.

There are a number of ways to foster and develop inclusive conversations in your organisation (Winters,2020):

• People in positions of power must be aware of the challenges faced by people from an ethnic minority and sympathetic to their struggles.

• Co-develop team norms that align with a shared understanding of creating a ‘safe space’.

• Prioritise trust, respect, and professionalism within the team.

• Allocate time and space for individuals to process and understand their emotions.

• Use language that highlights the importance of inclusive conversations as a driver of change.

• Acknowledge and communicate to your team that perceptions of safety and bravery vary among different identity groups.

• Actively listen to and validate the experiences of diverse identity groups.

• Recognise that not everyone will possess the appropriate vocabulary to express their feelings, thoughts, or observations, and be open to colleagues who are willing to learn.

• Be aware of biases that may contribute to an inequitable environment. As a leader, review employee performance assessments for language discrepancies based on gender or race. Reflect on the reasons behind any differences and engage in self-reflection to understand and address biases.

• Become an ally for minorities and marginalised groups.