How can leaders create open dialogue about the DEI issues on their employees’ minds? George Johnson and Frank Tart, BofA’s Carolinas Market Executives, have begun facilitating honest discussions by modeling their own vulnerabilities. Johnson and Tart hold regular unscripted employee DEI listening sessions with no expectations or agendas, opening the line for their teams to share what they’re thinking. “These calls always go well,” Johnson adds. “They’ve become a fantastic forum for getting everyone on the same page.”
Wojcik emphasizes how small gestures can really go a long way. “Finding ways to seek out and interact with those you would like to understand better is essential. Asking sincere questions about life, listening attentively, sharing at the beginning of meetings, that’s how companies spark dialogue and build real connections.”
According to Birbeck, people need to be careful about requiring others to be vulnerable. “You can’t force openness,” she cautions. “Do it yourself and then others will follow.” Cook concurs. “Start by modeling the behavior you want to see in another person. At Red Ventures, we hold 4,000-person, all-employee meetings during which we emphasize that people shouldn’t be afraid to speak openly. If you feel safe showing vulnerability, others will feel safe as well.”