One of the most beautiful approaches to conflict resolution that I have heard recently came from a podcast that I listened to, where the host, Whitney Johnson, interviewed Dr. Donna Hicks on the topic of disruption. (https://whitneyjohnson.com/donna-hicks/).
In this exchange, Dr. Hicks shared stories of her experience exploring the concept of how at the core of major conflicts lay a deep sense of lost dignity. Dr. Hicks is a Harvard professor and has studied and led mediation initiatives for some of the most relevant modern strife and wars around the world in the past decades and uses these experiences particularly around recognition and protection of all parties’ dignity to build cultures of trust in organizations today.
This expert talked about the acknowledgment of lost dignity as a first step to build trust towards peace and reconciliation and how ‘we are all guardians of dignity, and we owe it to ourselves, others, and the greater good to educate ourselves in the inherent value and worth of everyone around us in order to flourish.’
During my reflection on the idea of lost dignity, I was also reading and exploring the concept of ‘respectful curiosity’, a phrase that I coined in a conversation with a colleague around the topic of how diverse communities bear a high burden when speaking out to discrimination and injustice. How they seem to be penalized and how important it was that people sitting on the fence of understanding these issues – including me on many occasions – should exercise the practice of ‘respectful curiosity.’
I am still developing this concept but as I listened to that podcast, the idea of honouring my own dignity and that of others, the fullness of what I feel ‘respectful’ meant finally came into place.
In the social profit sector, we all seek to redress injustices, undo systemic wrongs and ultimately honour the dignity of those who we serve.
My journey to understanding the deep-rooted displays of racial, gender and socioeconomic injustices in the Canadian context has just started, and the only way I felt I could begin to learn has been through curiosity.
Yes, reading, listening to podcasts and lectures can help but, how can you feel moved to act and speak up and stand up to injustice when you witness it if you have not connected with people with those lived experiences?
And how can we connect with others when our structures seem so homogenous that the systems we are immersed in, are not conducive to connect with others with diverse lived experiences. There is so much that individuals can, and would do, for example setting up collaborative teams that reflect the diversity of participants to tackle organizational challenges, if this is an individual driving change in one department without structural support and acknowledgement in the ample sphere of the organization this practice will not be permanent. Therefore it is paramount that structures shift to build spaces for diverse connections.
Diversity, inclusion and access to power in our sector will require individual actions and systemic transformation. So as an individual I call you to move to a space of no fear through respectful curiosity and to step up your actions for inclusion because you have the power to change the system.
So be curious and ask the tough questions. What can we do to make our team diverse?. How can we bring in our beneficiaries into our decision-making process and truly represent them?. Do managers/leaders have the skills to manage talent that is unlike them? Why is this person not at this table? How can we all learn about addressing and including other’s life experiences without judgement? What did we learn from a diversity and inclusion initiative that died out?
Through this questioning, you will be bearing the burden with your colleagues from small minorities and as you do this, you will not only be guarding their dignity but yours too.