Inclusive Dialogue
Inclusive Dialogue
How to create a safe space where people can share, learn and grow.
By: Dr. Fritz Galette
People across the globe have experienced an unprecedented number of significant and stressful events within a short period of time. Many are emerging from these times as changed individuals with an increased appetite for meaning and authenticity. Motivated by protests and increased awareness of social justice issues, people have a heightened focus on addressing societal inequalities and a desire to create a culture of inclusion in the workplace. The realization that you cannot adequately address long-standing social issues without sustained open and authentic dialogue is clear. When I facilitate safe-space dialogue groups, two questions are consistently raised: “How can I create an inclusive environment?” and “How can I create an environment where people can engage in authentic dialogue?”
How can I create an inclusive environment?
An inclusive environment is one in which individuals feel welcomed, understood, and valued. There is a shared sense of belonging and connection because individuals believe and trust that there is equitable access to support and opportunities within the organization. Creating this type of environment is an ongoing process that requires not only words but also action built upon real, tangible experiences. It is the day-to-day interactions and experiences of individuals who regularly work together that foster connection and relationship building. There is an ongoing effort to create a trusting and safe environment for the sharing of ideas and the building of a collaborative vision. Most importantly, there is an overarching structure (an organization, a society, etc.) that supports and encourages development, continued growth, and maintenance of these processes.
Sounds idealistic? Well, if we are trying to change the world, then maybe. But if we are trying to effect change in our own corner of the world, especially if we hold any position of privilege, position, or power, then change can be quite achievable.
Defining inclusivity is simple compared to the complex endeavor of fully achieving it. Creating an inclusive environment requires awareness that a variety of historical factors keep people from being included (e.g., bias, prejudice, systemic structures, etc.) and prevent them from bringing their authentic selves to the workplace (e.g., fear of exclusion or retaliation). Common outcomes include misunderstandings, inaccurate assumptions, and miscommunications, which usually stem from a lack of awareness and understanding of the “lived” experience of others, especially those from diverse backgrounds. Needed is a process for connecting people in the sharing of ideas, histories, and lived experiences within a framework that develops trust and safety.
“How can I create an environment where people can engage in authentic dialogue?”
How can you encourage people to open up and tell you what they are really feeling? What conditions must be met for you to feel like you are safe and can trust that what you share will not be used against you? Try recalling the last time you divulged something in confidence. What was that like? Did you feel safe with the person before you opened up? Did you feel vulnerable after? Were you worried about repercussions? Did you trust their advice or counsel?
A necessary step in the process of building an authentic environment is to establish safety. A “safe space” is not safe simply because it is declared so. We know this from an early age. Remember raising your hand in grade school and being scolded when you incorrectly answered a question? The lessons learned over and over again throughout our education and through life experience when we bravely step forward to express ourselves is that we risk being cut down if what we express does not jive with the status quo. Over time, we are directly and vicariously taught to hide our true selves. As a result, we approach most spaces with caution and trepidation, especially in work settings.
While working with groups, I have learned that it is important to distinguish between trust and psychological safety. The two concepts are similar but different in important ways. Trust is achieved through repeated successful experiences with being open, honest, and vulnerable. Trust mitigates the inherent risks of social engagement. “Will my manager be angry with me if I disagree?” “Do I trust him enough to handle what I share with respect and understanding?” Psychological safety relates to the sense that the social space is safe for interpersonal risk-taking and sharing. Will others treat you with respect and empathy when you take the risk of being open and honest? Trust and psychological safety are not a given. They take time to develop and require repeated action and consistency. This is why I believe dialogue groups need to become a regular part of the workplace. Utilized in the service of developing an inclusive and authentic culture, they can model the inclusive outcomes we are trying to achieve.
On Dialogue
The demand for facilitated dialogue groups has increased during the past year. These groups, often referred to as “safe space” or “brave space” discussion groups, aim to provide a mediated setting for conversations on topics that are typically challenging or difficult. They provide a framework that goes beyond basic conversation or debate. With guided instruction in how to use dialogue to carefully talk through critical conversations, these groups provide a conversational platform for people to express different and sometimes opposing ideas while working to deeply understand and connect to one another.
Distinguished from other forms of discourse—primarily debate—and discussion, dialogue has no agenda other than to share ideas and deepen understanding. In debate, we compete to have our point win. We only seek to understand the other person’s point to impeach or discount their ideas in the service of ours. In discussion, there is an exchange of ideas with an agenda to slice and dice those ideas into a collective one. Both debate and discussion have their place as important tools in the communication arsenal; however, they generally fail at building a safe space for authentic dialogue.
A dialogue session may follow the same pattern of development as the inclusive culture described above. The dialogic structure sets the parameters for focused listening with the goal of deep understanding with validation and respect of shared ideas and lived experiences. Everyone can have a seat at the table. Diverse individual experiences are placed upon a collective canvas not to be blended into one another but allowed to exist and alone be honored. Perhaps this is what really is meant by respecting diversity.
When dialogue groups are conducted as an ongoing series, they offer participants the opportunity to learn about dialogue and to practice sharing and listening. Practice is essential because it is at first difficult to stay in dialogue. Remember, we are well trained in debate and discussion. Both of those modalities take the shortcuts of assumption and judgment. In dialogue, we are encouraged to suspend judgment and stay curious. Through practice and repetition, a well-facilitated process leads to an increasing sense of trust and safety. This in turn will promote openness and authenticity. Therefore, creating an environment where people can engage in authentic dialogue requires a culture where true dialogue is part of the way people communicate on a regular basis.
Creating an inclusive and safe environment is no easy task. When the prevailing culture has little to no training in dialogue or in creating true safe spaces, it can be difficult to create the conditions for authenticity. With training, practice, and commitment, it is possible to move us towards greater inclusivity, respect, and shared meaning.
For more information about Psychological Safety, check out The Difference Between Trust and Psychological Safety.
Dr. Fritz Galette has worked as a Clinical Psychologist, therapist, counselor, and consultant for the past two decades, helping people improve the quality of their lives. Dr. Galette helps individuals, groups, and organizations create safe spaces to address critical and difficult issues. Through interventions supported by psychology, systems theory, and group dynamics, Dr. Galette provides clients with strategies and skills to work through crises, build upon strengths, develop relationships, and build community.