Overcoming Tribalism: 13 Ways for Leaders to Create Inclusive Workplace Conversations In Times of Social Division
Photo credit: Unsplash - Brina Blum
Human beings acting tribal about social issues isn't a new thing. It's always been around, and that behavior isn't going anywhere anytime soon.
But just because it's a natural human behavior doesn't mean it's right or helpful. In fact, it's a behavior that's gotten so out of control, that countless people have no idea how to talk to each other anymore. Just because it feels good to 'stand for something' doesn't mean it should preclude us from being open enough to talk to others who may feel differently.
The pace at which people are self-dividing, auto-deciding on how they feel, and their unwillingness to bridge the gap to have a conversation about it should frighten you. I'm not being alarmist, I'm being honest, with all of you reading this who are chronologically-aged adults, because we HAVE to do something about this.
The recent flare-up of the Israel-Hamas conflict gave us a harsh reminder that unchecked deep-rooted tribalism can have devastating consequences, on so many levels, and in so many places.
I spoke with INC. Magazine about this last week and was deeply relieved that at least some of the mainstream media was trying to do their part to encourage conversations, instead of burn bridges.
A CALL TO ACTION FOR THE WORLD OF WORK
This applies to any social issue that divides people. We've needed to get this under control before, with so many social issues that proceeded this. It's not new, but since it's in our faces again, I'm taking this as an opportunity to remind us to act, NOW.
This is a 5-alarm-fire call to action for the #worldofwork to change how it addresses social issues like these in general. To focus on breaking down barriers, perceptions, and biases that keep people from having seriously needed conversations about what's going on for them or their community, their #mentalhealth, and how to support one another.
So, let's take a quick look at why tribalism and a whole smorgasbord of cognitive biases make this tough, and how we can attempt to overcome this in the workplace. I know that human resources and DEIB professionals and managers really have their work cut out for them right now. And there is no guarantee or perfect process to follow. I know this is hard, so let me give a few suggestions to try to help.
UNDERSTANDING THE HUMAN NATURE OF TRIBALISM
These days, when we talk about social tribalism, it's not about donning war paint or engaging in ancient rituals. It's about the natural human tendency to form groups, to find comfort in the familiar.
Tribal Behavior during Conflict
The above goes on hyperdrive, especially during times of conflict. In plain words, it's 'us' vs. 'them'. Tribes are a throwback to our survival instincts—safety in numbers, right? When faced with conflict or uncertainty, we naturally seek refuge in our tribes.
The Impact on Workplace Conversations
And in today's society, talk about a surefire way to hinder the opportunity for discussions. This evolutionary behavior continues to manifest, albeit in a different form, in modern society. And in the workplace, can completely sabotage efforts to promote conversations that need to happen, especially around diversity of experience, #mentalhealthatwork, and what people need to be supported, safe, or even just ok.
Cognitive Biases Play a Role Too
Let's not forget how our brains, which love to auto-categorize information and feelings, play a role in all of this too. Digging back into my psychology training days here:
Confirmation Bias: People tend to seek information that confirms their existing beliefs, reinforcing their tribal identity and making it harder to accept differing perspectives on mental health.
In-Group Bias: We favor individuals in our perceived 'in-group,' which can perpetuate stereotypes and hinder understanding of the experiences of those outside our group.
Perception Bias: Our perceptions are influenced by our beliefs and attitudes. If we perceive our group as superior or more knowledgeable, we're less likely to consider alternative viewpoints.
STRATEGIES TO OPEN UP UNIFYING CONVERSATIONS AT WORK
Whether it's the Israel-Hamas conflict, or any other socially divisive issue, in the workplace requires a mindful and proactive approach to create an environment conducive to open dialogue. Here are some steps that folks can take in the workplace, especially leaders or human resources managers, to encourage constructive, respectful, and productive conversations:
Acknowledge the Elephant in the Room: Silence is not an option here. Just as I mentioned the other day in my LinkedIn post, avoiding these conversations for fear of 'getting it wrong' isn't ok, or sustainable. You can acknowledge something that's going on without taking a side. Because the workplace's role is about acknowledging something that's happening that could be impacting its workforce, not telling its workforce how to feel about it. I know there are objectively obvious exceptions to this, but this is still a reasonable measure to work from.
Establish a Safe Space: Ensure employees feel safe expressing their opinions without fear of judgment or retaliation. Emphasize that the workplace is a respectful environment for open dialogue and diverse perspectives.
Communicate Expectations Clearly: Clearly communicate guidelines for discussing complex and sensitive topics, emphasizing the importance of respectful communication, active listening, and understanding differing viewpoints.
Educational Workshops and Resources: Organize workshops or provide resources that offer unbiased, factual information about a social issue or conflict. Education can facilitate informed discussions and dispel misconceptions.
Facilitate Structured Discussions: Arrange structured discussions or forums led by a neutral facilitator. These sessions can allow employees to share their thoughts and feelings, promoting understanding and empathy.
Encourage Constructive Debates: Encourage employees to engage in respectful debates where they can present their views backed by facts and evidence. This can stimulate critical thinking and promote a deeper understanding of the issue.
Set Ground Rules: Establish ground rules for discussing sensitive topics, emphasizing respect, active listening, and avoiding personal attacks. Make it clear that derogatory or offensive language won't be tolerated.
Promote Active Listening: Encourage employees to actively listen to each other's perspectives, ask clarifying questions, and seek to understand differing viewpoints before responding.
Provide Channels for Anonymous Input: Offer anonymous platforms where employees can share their thoughts and questions about the conflict without revealing their identities. This can encourage those who might be hesitant to speak openly.
Address Misinformation: Address any misinformation or stereotypes that may arise during discussions. Encourage fact-checking and provide accurate, reliable sources of information.
Offer Employee Support: Recognize that discussing sensitive topics can be extraordinarily emotionally challenging. Provide access to #employeeassistanceprograms (EAPs) or #mentalhealth counseling services to support employees who may need it.
Follow-Up and Feedback: After discussions, gather feedback to understand how employees felt about the dialogue. Use this feedback to improve future discussions and create a more inclusive environment.
Lead by Example: Leaders should demonstrate openness to different perspectives and actively participate in discussions, showing that diverse viewpoints are valued and respected. And, share how they made be impacted too.
CONCLUSION
I know that there is NOT a one-size-fits-all approach to opening up conversations like this in the workplace. At the risk of sounding trite, that's because humans aren't one-size-fits-all.
The Israel-Hamas conflict serves as a critical reminder, for socially divisive issues, that understanding and inclusivity HAVE TO prevail over divisiveness.
Remember, the goal is to create a culture of understanding, respect, and empathy. By providing a safe space for dialogue and fostering a culture of openness, there are more opportunities for (hopefully) respectful conversations about complex and sensitive social issues that are impacting people in truly significant ways.
I know this is a tall order, and there is a ton of work to do. So please, just start thinking about taking the first step. Even one conversation makes a difference. And if we each aim to have just one conversation, they'll add up.
NEED HELP IN YOUR BUSINESS?
If your business needs help addressing the mental health at work impact around socially-divisive issues and how to open up conversations about this, please reach out to Melissa to help facilitate this conversation.
