How Trust-Building Behaviors Can Level Up Your Diversity & Inclusion Strategy

The tragic killings of George Floyd, Breonna Taylor and Ahmaud Arbery in 2020 sparked the urgent need for important conversations to be had on racism. In the past few years, we’ve seen a new level of outcry across America to change the way we think and act towards our black community. We’ve recognized the need to change the status quo not only in our communities, but in our organizations as well. As HR Leaders, we have a unique opportunity to have a powerful voice in this movement in the form of our diversity and inclusion strategies. 

In thinking about how we can level up diversity and inclusion, I was drawn to Stephen R. Covey’s “Speed of Trust” book, where he teaches on 13 trust-building behaviors. Since building trust in this environment is paramount, I selected six of these behaviors to leverage in sharing how we all can level up our strategy in our organizations. 

Behavior #1: Talk Straight

HR Best Practice: Be clear on your stance as an organization.  

When it comes to your message on how approach diversity and inclusion, talk straight. Say what you mean and mean what you say. In your messaging to employees, candidates and stakeholders, be clear on the position your organization is taking. Don’t beat around the bush when it comes to addressing the tough topics. By doing this, you will build trust with your people and your clients and show a high level of integrity in your position as an organization.   

Behavior #2: Demonstrate Respect

HR Best Practice: Create a culture where employees respect one another.

While respecting our colleagues should be second nature, it is worth emphasizing some examples of how this can be done appropriately given the current environment. It is easy to have good intentions yet say something that could be misunderstood. Give your employees clear guidance on what respect looks like and how productive conversations can be had. 

Behavior #3: Create Transparency

HR Best Practice: Align your internal and external messages. 

One of the easiest ways to erode trust is to say one thing to the public and do another in private. As you communicate your intentions about diversity and inclusion, be sure that your internal and external messages are aligned. If you articulate a strategy to fight for justice, share exactly what that looks like and communicate how you will accomplish it to your employees. The more that you can align all stakeholders with the same message, the greater your effectiveness will be. 

Behavior #7: Get Better

HR Best Practice: Create and execute on defined action plans.

If you make a commitment to act, then act consistently to fulfill that promise. If you’ve made mistakes when it comes to diversity & inclusion, see those missteps as opportunities to learn and improve. Use the feedback you’ve received to build better defined action plans so that you can continuously improve. The more specific you can be on how you will get better, the greater level of trust you will build. 

Behavior #8: Confront Reality

HR Best Practice: Recognize the issues in your organization and face them directly. 

Ignoring the harsh realities in your organization only destroys trust. Have the courage to speak up and voice the truth that others may be afraid to voice. If you are a CHRO, this may mean approaching your executive team with these difficult conversations. In addition, your messaging to your employees, candidates and stakeholders should also reflect this sentiment. The only way to build trust is to confront the truth and do something about it.

Behavior #11: Listen First

HR Best Practice: Encourage your employees to listen to one another before speaking out.

At BKD, we embodied the principle of seeking first to understand, then be understood. This helps us communicate better with one another and have meaningful conversation. Before you encourage your employees to speak out, encourage them to live out this principle by listening first. This is especially important when it comes to communicating with our black colleagues. Take the time to listen to their thoughts and frustrations with an open mind and suspend judgement. It is much easier to find the right words to say if we listen first.

Finally, it is important to note that we each have an individual responsibility to change the narrative on racism. By being thoughtful in what we say, how we say it and what we do, we can collectively make progress in the fight for justice.