Benefiting at work from Brain Based Insights

Ask anybody at work if they’re racist – and you’ll likely get a resounding NO. So why then, do many people tell us they suffer stress from racist exchanges? Or why do racial slurs continually pop up from entertainments figures like Kramer?

A better question might be, Could solutions to subtle racism, lack of respect, or exclusion,  lie in focusing on tone tactics at work?  I'm not talking about more workshops here. Unfortunately, preventative tools rarely come from diversity training as we know it. Why so?

When a firm’s focus revolves around creating a friendly, nonthreatening workplace for all employees, respect grows through 5 areas of positive tone, that uproot racism:

1. Differences become strengths - Top-notch leaders at Wegman’s large foodchain in my area, for instance,  treat people with courteous and professional tone that draws from the best from all employees. That’s why it’s no surprise to see people of many different cultures both working and shopping there.  They encourage an exchange of ideas, in a tone which creates a network of insights from across cultures. As you can expect - that process results in leaders at Wegman's selected from many races! Does your firm create projects that draw in leaders from different backgrounds?

2. Respect peppers each word spoken - Despite our best efforts, racism will inevitably surface in stressful workplaces, and will likely come as a silent killer through humor or other seemingly subtle words of derision. We’ve all encountered places where people disregard strengths around them, and say so in multiple ways.  Whenever words diminish some, trouble takes root in ways that reduce the entire community. Because racism stems from lack of respect for others – inclusive firms use more motivational and visionary tone to unite workers, clients and leaders across several cultures.

3. Diffused conflicts restore trust- All too often, less-than-ideal situations arise based on worker interactions. Workers should anticipate that the openness of discussion and opinions may create disagreements at times. Expert mediators help people resolve conflict with a  nonbiased approach that leaves people dignity in tact. Each person leaves the table of expert mediators with a fresh takeaway they they’ve helped to create. An assurance is offered that if stress or pressure puts people back into a racist framework – mediation will help in future.

Avoid venting and you’ll likely also avoid racial tensions. Where two or three races fall into conflict – invite a mediator from each to work together to create calm and restore respect, with a practical plan forward.

4. Icons and images display value visibly from all races represented where you work. Acknowledge people’s past and current interests through artistic and musical icons from that culture, for instance. Spatial intelligence jumps into action when people see icons that include them. Does your workplace represent the mix of cultures in art or in the music played.  Some groups also include foods from other cultures as a way to extend a sense of community to those who come from different backgrounds, and the dividends are far worth the effort.

5. Feedback comes from safe settings so that people can show you areas they’d like to offer their talents or insights to the firm. Consistent feedback offers the opportunity to hear about work from the perspective of workers in all cultures. It takes a professional facilitator to bring all the voices to the table in a way that people speak and feel heard. Holidays offer perfect places for a richer mix. When people converse sincerely,  racism roots wither, because exclusion no longer taints the soil.  Can you imagine the organizational growth -- that comes without racist slurs?

Racism likely exists in all of us – whenever we turn the other way – cling to those who look like us to the exclusion of others – or engage in icons and images that degrade others. The opposite of racism is good tone, and you can test your tone IQ here. What score would your workplace earn?