Diversity, Equity, Inclusion – Embracing Differences

“Latte, Mocha, Cappuccino, or Regular?”

What’s in a Cup of Coffee

After two years of sheltering in place due to the novel coronavirus pandemic, you probably have been venturing out for a cuppa with a member of your staff, a colleague, or your boss. And I bet you’re now remembering the days of people having strong opinions and preferences about coffee.

The opinions range about what is good or bad – from no coffee, decaf, latte, mocha, cappuccino, or regular. Or the preference  for the establishment that serves a little coffee with its milk or the one that serves a whole lot of strong coffee with a little milk. I bet just reading about this, your bias regarding Starbucks or Peets is percolating.

So How is Coffee Related to Diversity-Equity-Inclusion (DEI)?

The reference to and preference for coffee is a “secondary” difference. The 8 primary differences are:

  1. Race/Ethnicity
  2. Religion/Belief systems
  3. Gender Identity
  4. Sexual orientation
  5. Age
  6. Politics
  7. Education
  8. Socio-economic Status

The secondary differences are endless. They include and are not limited to:

  1. Food and Beverage preferences
  2. Writing Styles
  3. Personality
  4. Job Title
  5. Life and Work Priorities
  6. Birth Order
  7. Name (first, last, nickname)
  8. And so many more

It’s the secondary differences that usually are viewed as irksome. Irksome behavior tends to trigger our unconscious bias. Then assumptions are made about the primary difference. Neutral biases become negative prejudice and conflict erupts.

Gibson Washington Consulting and Calm Coaching is here to support you

We have many communications solutions for solving DEI-conflicts.

  • Individual coaching for leaders and individual contributors
  • Strategic planning sessions for senior leaders focused on conflict prevention, resolution, recruiting, and sourcing
  • Group DEI sessions such as:
    • DIVERSITY 101: Diversity Awareness – VIRTUAL or ONSITE (post-sheltering in place)
      “More than a Pair of Hands” Understanding, Appreciating, and Valuing Diversity in the Workplace.
    • DIVERSITY 102: Cultural Diversity – VIRTUAL or ONSITE (post-sheltering in place)
      Race, Politics, Social, and Cultural Workplace Ethics.
    • DIVERSITY 103: Workplace Discrimination – VIRTUAL or ONSITE (post-sheltering in place)
      Preventing Discrimination in the Workplace. Topics include racial discrimination, gender discrimination, and improving racial and gender communication skill

To book a complimentary DEI Communications strategy session, you can: