Why leaders need a Diversity, Equity and Inclusion Consultant who is also a Conflict Resolution Strategist.

When a bias incident takes place in the workplace or the world, especially when it becomes public, businesses often respond with anti-bias or diversity training. While it is important to respond and these trainings are essential, there are some inherent traps set in this. Conflicts involving racism and bias are some of the highest levels of conflict that we can have. As a result, most people not only want to avoid, run from, and ignore these conflicts but are also incredibly unskilled at engaging in conversations about them.

Implementing anti-bias and diversity trainings without giving people the foundational skills for engaging in and resolving conflicts often leave your team without the skills to resolve the conflicts that arise when they attempt to use what they learned in these trainings. Learning how to skillfully and productively engage in and resolve conflicts is the missing ingredient for employees having productive and meaningful conversations in anti-racist and diversity trainings.

With this missing ingredient as a foundation, the difficult conversations around racism, justice, equity, diversity and inclusion can be had more constructively because when you are confident and skillful in conflict, you recognize right away the power a conversation can yield, even a difficult one. 

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