We all know that one topic we want to talk about with our manager, but the fear of judgement holds us back. It is a taboo that slowly settles in our heads and keeps us trapped. Whether it’s about debt, menstrual problems, grief, racism, bullying, pay, or an endless list of other issues, we keep it to ourselves. But what if, as a manager, you could start the conversation? What if you indicated you were open to these difficult conversations? The relief that this can bring is unparalleled. Inclusion starts with breaking taboos.
As a manager, imagine taking the initiative to have these conversations. The impact can be life-changing for employees who have carried around taboo for years. Inclusion is the key to diversity, and it starts with creating an environment where everyone feels heard and seen.
A survey of medical students in the Netherlands revealed that female students feel less included than their male counterparts, despite 70% of students being female (1). This begs the question: how can we ensure that the majority do not feel excluded? The answer lies in actively addressing taboos and creating a culture of openness.
Taboos come in all shapes and sizes. Whether it is about working hours, overtime, menstruation, or other issues, deviations from the norm are often considered taboo. Some managers will argue that these taboos are not there or do not matter, but it is precisely the conversations about pay, personal challenges and working hours that have the most impact.
With a taBOOH mug, as a manager you signal that you are open to these conversations. These simple conversation starters lower the threshold for valuable inclusive dialogues. Having these conversations is an art in itself, but starting them is often the hardest part.
Three steps to having taboo conversations:
- Start the conversation (lower the threshold): Indicate that you are open to difficult conversations and create an environment where employees feel safe to share their concerns.
- Listen and ask for suggestions: Often employees have already thought about possible solutions to their situation. Actively listen and ask for their ideas.
- Be grateful and proud of your employee: Having a taboo conversation takes courage. Show appreciation for your employee’s openness and courage.
Having these conversations not only contributes to an inclusive culture, but it also prevents the need for activism within the organisation. People managers play a crucial role in creating an inclusive workplace. An inclusive workplace is not only happier but also more productive, which will be appreciated by all levels of the company.
Source: (1) Jan Willem Bruggeman, Diversiteit en sociale inclusie onder geneeskundestudenten, 2018.
