Sparking Courageous Conversations at Work

Introduction: This podcast is brought to you by the Canadian Centre for Occupational Health and Safety.

CCOHS is situated upon the traditional territories of the Erie, Neutral, Huron-Wendat, Haudenosaunee and Mississaugas. This land is covered by the Dish With One Spoon Wampum Belt Covenant, an agreement between the Haudenosaunee and Anishinabek to share and care for the resources around the Great Lakes. We further acknowledge that this land is covered by the Between the Lakes Purchase, 1792, between the Crown and the Mississaugas of the Credit First Nation.

Elaine: Hello and welcome to Health and Safety to Go a podcast broadcasting from the Canadian Centre for Occupational Health and Safety in Hamilton, Ontario.
In this episode we'll be speaking with the Centre's Manager of Health Safety and Human Resource Operations Sonya Tonkavich. Sonya will chat with us about how holding courageous conversations in the workplace can help to advance equity, diversity and inclusion. She'll share some tips on how to spark these discussions and how to broach sensitive topics like discrimination and bias. That way these conversations can foster greater understanding, connection, growth, and even healing.

Thanks for joining us on the podcast today

Sonya: Hi! Very happy to be here today.

Elaine: To start, what are courageous conversations and how do they support equity, diversity, and inclusion at work.
Sonya: Well, the term ‘courageous conversations’ really refers to the art of embracing and leading difficult conversations at work. They are intentional, open, honest conversations about topics that can feel uncomfortable to discuss. They can include good discussions about behaviour, performance, personal or social issues that are having an impact on the workplace or create a need to check in with someone.

Whenever a change in behaviour or performance is noticed, there is also a duty to inquire. So, by addressing or confronting these difficult issues, really starting a courageous conversation. It makes it okay to talk about a difficult topic and it helps to break down the barriers that prevent open and honest communication. It can create respect. It shows that the organization values equity, diversity, and inclusion. They can also create awareness, increasing awareness, help individuals become more aware of their own personal biases and the experiences of others. This can foster empathy and inclusivity.

Elaine: So, when's the right time to have a courageous conversation and how should you go about approaching a colleague?

Sonya: Well, that can be the most difficult part of it. Deciding when you have enough cause to have a difficult conversation or when it's better not to have it. It's important to consider the impact of action versus inaction and consider the facts and the observations that you have made that you're prepared to speak about. As mentioned, there is a duty to inquire in situations where there is a change in behavior or performance. When you do notice behaviour or even a pattern of behaviour that is discriminatory or biased that needs to be addressed very promptly as well.

Elaine: Could you share some tips on making these conversations respectful and meaningful?

Sonya: Sure! Open the conversation with a positive and conversational tone. So come in with an open mind. It's important to check your biases in advance and to see if you have any preconceived conclusions about the outcome of the conversation.

Be prepared. Share your facts when you start. Share what brought you to this point of starting a conversation, but then be prepared to just listen. Fight your urge to respond immediately or your urge to speak your own perspective or tell your story too soon. It can be challenging. So, remember to take a deep breath when you want to relate to the person genuinely, so when it's the right timing you can respond.

Be mindful of your reaction and your own emotions. It's important to keep your facial expressions and your body language neutral. Try to remain calm and respectful. When you do ask questions, be inquisitive, ask open-ended questions. Reserve judgment and listen.

Elaine: You've touched on some dos to normalize courageous conversations and make them effective. Is there anything to avoid?

Sonya: Yeah, avoid making it about yourself. So don't rush, just focus on listening without interrupting. Try not to make assumptions or generalizations about people and avoid making it feel like an interrogation to avoid the blaming or accusing the other person.

Elaine: Sonya is there anything else you wish to add about the benefits of courageous conversations at work?

Sonya: They can be really important in breaking down barriers. They really help identify any issues or systemic issues. They can encourage the sharing of diverse experiences and viewpoints. They can foster empathy, build trusting relationships and a sense of belonging. So, they really help create a workplace where all employees feel included and valued. They may not be easy, but they are worth it!

Elaine: Thanks Sonya. I can see why you refer to these conversations as courageous. When you provide a safe space for workers to speak bravely and openly and to share their experiences, you're helping to break down barriers and to encourage different voices and perspectives to be heard and valued. After all, a psychologically safe workplace includes everyone.

Thanks again Sonya and thanks for listening everyone.