- Courageous conversations exercises how to#
- Courageous conversations exercises skin#
While sometimes exhausting, having daily huddles with both zoom and/or just teleconferencing.Companies are putting resources into keeping both current employees and furloughed employees safe. Gearing up mental health resources has becoming a huge concern with the increased domestic violence, suicide attempts and other violent activities.
Clorox has expanded EAP services and mental health services and to hire more therapists of color.Half of the Black population in some organizations are utilizing the EAP grief counseling services. Mental health awareness among Black employees has increased to more almost half in some organizations.How are organizations managing the pandemic and the explosion or race relations, impacting mental health home-work environments, etc.? Leaders are preparing to do what they can from a non-partisan position to provide education. DEI leaders must now deal with employee emotions with the intense time around elections.These areas have become increasingly important. Most DEI strategies include representation goals, philanthropy, and community.Commitments must be reaffirmed while enhanced and new D&I strategies are being launched.
Courageous conversations exercises skin#
Diversity leaders must demonstrate their skin in the game to get everyone comfortable with trusting leaders. Courageous conversations exercises how to#
DEI leaders are equally concerned with how to keep the momentum and energy going when events begin to slow down. Clinging to faith and reaching out to friends and spending less time on the computer. Increased exercising personally and including grandchildren in walking exercises to enhance family time. While at home creating moments and spaces to enjoy children and family. We must acknowledge then deflect white fragility. While many folks are comfortable discussing issues surrounding women and the LGBTQ+ community as a separate topic, but conversations surrounding injustice towards black and indigenous populations make people uncomfortable. They want their leaders to be uncomfortable with sharing their truths. DEI leaders are cautioned about white tears of fragility from white leaders that may potentially derail conversations. It is taking both a physical and emotional toll. Those in the healthcare and services industry feel the work has not stopped and it just increased their capacity to be responsive to both crises. It has become an equalizer for people who did not have the courage and/or platform to speak out. It is forcing people to have the real race and inequities conversation that has been avoided for so long. Some believe it is God sent that we are dealing with two global crises simultaneously. EMOTIONAL STABILITY OF DEI LEADERSĪs Diversity Leader how are you balancing the pandemic and the eruption of race relations? Pam McElvane, CEO & Publisher, Diversity MBA Media. You may add more based on your experience send comments to Thank you to all the leaders that have participated and shared. We distribute FAQs once we gather enough insights to share (typically monthly or bi-monthly). Our purpose has grown whereby we are gathering practices and best practices on employee engagement and leadership development. Diversity MBA media hosts weekly DEI Leaders sharing insights calls as a means to provide connection and support.
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