We Cant Talk about That at Work!: How to Talk about Race, Religion, Politics, and Other Polarizing Topics | 
so-soThe earlier chapters had some interesting information about communication styles and gauging readiness, and the last chapter offered a list of offensive phrases to avoid. The written example of a bold conversation toward the end of the book didn't have much to offer. Ultimately, I think this book was written for white people as a way to ease us into the conversation very slowly.
Full review here - https://www.goodreads.com/review/show/4075059878.
"A fact is something that is undeniable and will stand until proven wrong. It is universally accepted. . . . Truth is much more subjective, incorporating feelings and beliefs, and it can change. . . . One's perception of a situation is one's truth."
Last one from this month's book club chapter! This was a short section in this chapter, but I really enjoyed it. Is it fact or truth?
"African Americans tend to build trust via sharing one's emotional reality in a direct manner and whites tend to build trust via controlling emotion. He found that Black people can trust you if you are straight with them and tell them exactly what you think and feel. He found that for whites, trust was built when you spare feelings to help keep the difficult conversation 'on track.'"
More tidbits from last week's book club meeting. Thoughts?
Our Diversity, Equity, and Inclusion Book Club meeting was last Friday. I found this research on communication styles incredibly interesting. Depending on region and cultural preferences, individuals may share a communication style with others in their social group but have difficulty communicating with members of other groups. Knowing this could help prevent misunderstanding both at work and in personal conversation.
Image from icsinventory.com.
"'I got it . . . I just won't talk to any of my black coworkers. I don't want to offend anybody, and it is just better for me to keep my mouth shut.' He obviously did not want to do the personal work required to learn more about differences."
White fragility. White wildness. I'm learning to see these reactions in myself. Working to stop my mind from going to this place. Unlearning the harm. Yet the response is so deep-rooted it's almost a reflex.
This is the first book in our new Diversity, Equity, and Inclusion book club at work. I know this topic is meant to make me question, but this statement took me by surprise. Marginalized groups should be more understanding? Our moderator made the distinction between power and privilege by saying that we (the dominant group) can be blamed for our privilege but not for anyone else's lack of power. It was a great discussion, but I'm still conflicted.
