Providing space for employees to engage in dialogue and share their lived experiences enables organizations with a valuable opportunity to listen, learn, and grow as they seek to uplift and support women, people of color, LGBTQ+, and other diverse groups at work.

On a smaller scale, it also provides day-to-day moments for colleagues, managers, and teams to strengthen their relationships and build a foundation of trust, ultimately creating an environment where they can effectively work together to achieve positive outcomes for their organization.

This month, alongside Dr. Sheryl Bowen, Faculty Director, Program in Intergroup Relations, Villanova University, we’re discussing the importance of offering opportunities for employees to share life experiences as it relates to their encounters with equity and inclusion in order to meaningfully increase DEI in the workplace.

As a leading regional institution of higher education, Villanova University actively works to cultivate an environment marked by genuine curiosity about different perspectives, ardent receptivity to knowledge generated through intercultural connections, and a genuine sensitivity to the variety of human experiences.

Within their Office of Diversity, Equity, and Inclusion, one of Villanova University’s takes on storytelling is demonstrated through their commitment to intergroup dialogue which Bowen defines as “an approach toward social justice and inclusion beginning with one’s own identities.” This mode of storytelling provides an opportunity for individuals to reflect on how they’re entering conversations on DEI based on their own experiences as situated within systems and structures involving power and privilege.

With a focus on self-reflection and openness to others’ perspectives in mind, the purpose of storytelling in the workplace is to share and listen for understanding, with the intention of generating feelings and helping individuals develop an appreciation for others’ experiences.

These conversations are not meant to catalyze debate, nor provide facts or statistics — so to set the stage and create a safe environment, Bowen shares that getting the conversation started often begins with an open-ended question:

“In trying to understand what racism feels like, we might begin by asking people to talk about a time when you were the ‘only.’ Nearly every person can think of something — being the only woman, the only Black person, the only disabled person, etc. And immediately the person returns to the feeling in their minds — sometimes good, sometimes bad. Sharing these experiences again personalizes the experience, builds empathy, and forges relationships.”

Villanova University offers informational programs both in-person and online, ranging in format from formal lectures and produced podcasts to table talks over lunch, to create open environments for employees to offer their stories, both negative and positive. Bowen has seen firsthand at these gatherings the shift that occurs when individuals are able to learn more about the experiences of real people in their own words: the abstract concepts of racism, sexism, homophobia, xenophobia, become more tangible.

These opportunities improve understandings of the large-scale and pervasive issues diverse colleagues face on a regular basis, many of which may have an impact on how they interact with others and present themselves at work. They also provide moments for individuals to learn more about how our life experiences both connect us and reveal idiosyncrasies, too. Low-stakes questions touching on family traditions or childhood memories, for example, can start conversations that help peers begin to see similarities and differences of which they were not previously aware, even with those they’ve worked with for years, providing insight into the ways our colleagues are culturally and socially unique.

When it comes to improving equity and inclusion in the workplace, talking through and across difference is so important because it can begin the work of dismantling oppressive structures, a vital component for employers looking to meaningfully position DEI within their organizations. Offering space for employees to sound off on issues that are important to them and discuss experiences that had a major impact on their attitudes or points of view will be crucial to sustaining long-term change.

Take Action

  • Learn more about Villanova University’s Intergroup Relations (IGR) program led by Dr. Sheryl Bowen.
  • Start your own internal series of table talks or brown bag lunches to discuss timely topics, current events, or newly-released books or films touching on DEI themes.
  • Join the Chamber on October 26 for Brave Conversations: How Open Dialogue Drives DEI at Work and gain insight into the importance of candid dialogue on DEI topics in the workplace.

As the Chamber continues our longstanding commitment to the fight for equality, we’re highlighting ways our business community can meaningfully increase diversity, equity, and inclusion to bring about lasting change in the workplace.

Through our Diversity, Equity, and Inclusion (DEI) initiative, we work to drive economic competitiveness, highlight diverse employee populations, and promote inclusive growth throughout our region.