“We are not disappointed by what we find. We are disappointed when expectations foster the hope for an expected outcome or behavior that fails to materialize. For many in the DEI space, the summer of 2020 opened the door to conversations that in 2019 would have been dismissed, silenced or met with outrage. But globally, we finally peeled back the bandage and acknowledged that cancer was festering underneath. But sometimes, our body rejects treatment and turns on itself. In late 2022, the wave of resistance mounted and in 2023 we saw the repeal and institution of laws designed to protect the status quo.” — Felicia Scott

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Social upheaval, civic unrest and the politicization of values…this is the landscape businesses are forced to build their brand and space in as they seek to find or maintain their place in the market. The idea of companies standing down and sitting in silence is not a realistic one. While we may see companies as larger than life monsters or superheroes in an epic tale of good and evil, capitalism or altruism—they are not. Companies are made of mere mortals, struggling to find courage and stand on the side of what is right. Like us, leaders struggle with questions of, “What actions can we take? What steps should we, as leaders, consider?”

Our second quarter DEI Practitioner Round Table was co-hosted by Bernard Coleman, VP, People at Swing Education. An experienced HR and people leader, he is well-known for his work at Gusto, Uber and Hilary Clinton’s presidential campaign. While we know that people are hungry for answers and a clear path, our Round Table did not seek to provide those answers. Instead, we wanted to co-create with our DEI practitioners, strategies for engaging in challenging conversations. 

For some, this may seem basic. It may even seem like it’s not enough. But reality is that we have yet to conquer this essential skill of communicating during challenging and contentious times. 

Here is one of the key insights shared by practitioners during the session, please fill out the form to receive the full article with tips for responding in times of crisis:

1. We must grieve and acknowledge our disappointments.

We are not disappointed by what we find. We are disappointed when expectations foster the hope for an expected outcome or behavior that fails to materialize. For many in the DEI space, the summer of 2020 opened the door to conversations that in 2019 would have been dismissed, silenced or met with outrage.  But globally, we finally peeled back the bandage and acknowledged that cancer was festering underneath.  But sometimes, our body rejects treatment and turns on itself. In late 2022, the wave of resistance mounted and in 2023 we saw the repeal and institution of laws designed to protect the status quo.  

Many of us hoped that it would go away and that we would somehow prove ourselves to be beyond certain mindsets. Along with legislation, the tide of change brought in disappointment and exhaustion. As we were told to banish certain words from our decks and facilitation, we were saddened. Because we know that not naming a thing doesn’t erase it. In fact, it only serves to dehumanize those living with  the struggles we don’t want to name.  

In order to have the impact we desire, we must be willing to address the pain and disappointment we have experienced. In processing our disappointment with the community and the right support systems, we can better ensure that disappointment doesn’t manifest as hatred towards those who have disappointed and wronged us.

Make sure to fill out the form below to receive the rest of the tips and some key insights shared by practitioners during the session and some tips for responding in times of crisis: