In our professional lives, moments of learning often arrive unexpectedly. Over Summer, when protests affecting Muslim communities were taking place, I experienced such a moment that highlighted the critical importance of awareness, empathy, and open dialogue in building inclusive workspaces.

The Situation: An Unexpected Learning Moment

 
I was leading a session at Staple Inn when what began as a routine professional development day evolved into a powerful reminder of how external events impact us differently. Among our delegates was a Muslim woman wearing a hijab, who lived in London. As the day drew to a close, a conversation between her and another delegate revealed that she had felt so unsafe in the previous days that she had worked from home. She shared her vulnerability about being the only hijab-wearing resident in her apartment block during a time of heightened tension.

What made this moment particularly poignant was learning that official advice had been issued suggesting people of colour avoid certain areas if possible. Despite this, our delegate had shown remarkable courage in attending the training, while many of us, ashamedly myself included, remained unaware of the additional burden she carried that day.
 

Our Reactions: Personal Courage, Support Networks, and Organizational Growth

 
The immediate response I witnessed was both heartening and enlightening. A white delegate, deeply concerned for her fellow participant’s safety, insisted on waiting with her until a taxi arrived – a simple yet powerful act of solidarity that transcended cultural boundaries.

This interaction triggered intense personal feelings. On my own journey home, I found myself experiencing acute anxiety and hypervigilance – constantly scanning my surroundings, assessing my safety, and measuring my visibility as an Asian person in public spaces. It was a stark reminder of how current events can profoundly impact our sense of security – something I often take for granted being born and raised in multicultural London.

The next day, I took the step of sharing what had happened with colleagues through our company WhatsApp group. While the immediate support from colleagues was comforting, I recognized that a single moment of connection shouldn’t be the end of the conversation. However, my decision to advocate for broader organizational dialogue wasn’t straightforward or immediate.

I found myself grappling with fear and uncertainty about how such a request would be received. Rather than acting alone, I reached out to trusted friends and colleagues of colour, engaging in deep conversations about whether and how to move forward. These discussions provided not just emotional support, but also helped shape my thinking about what I hoped to get from raising this and why it was important to me as a British Asian person.

After much back-and-forth and lengthy conversations, I finally felt ready to advocate for creating dedicated space for these discussions.

At our next team day, we created that space. The conversations that unfolded were encouraging, supportive, complex and, at times, challenging. Some white colleagues acknowledged they didn’t know what the right thing was to do, whilst others acknowledged their own tendency toward virtue signalling. Some colleagues remained quiet. Others were curious and wanted to understand more about how I felt. Some shared their experience of racism growing up in other countries. These moments highlighted a crucial aspect of genuine dialogue: the need to extend grace and give each other the benefit of the doubt while really listening to understand different perspectives.
 
While we didn’t emerge with a formal action plan, this marked for me the first time in the organization that we’d had such an open, vulnerable conversation about diversity and inclusion. It was a small step, but one that gave me hope for future dialogue, even while acknowledging the journey ahead.

Lessons for Future Dialogue

I share some of my reflections from this experience that may offer insights for both individuals and organizations striving to have more open dialogue:
 

For Individuals:

1. Find Your Support Network:

Before taking action, reach out to trusted colleagues and friends who can help you process your thoughts and feelings. You don’t have to navigate these challenges alone.
 

2. Acknowledge the Complexity:

Speaking up about our experiences isn’t always straightforward. It’s okay to feel uncertain, scared, or ambivalent – these are natural responses to addressing sensitive topics.
 

3. Practice Extending Grace:

When engaging in difficult conversations, try to give others the benefit of the doubt, even when their perspectives feel challenging or uncomfortable. This works both ways.
 

4. Share Your Truth Thoughtfully:

While sharing personal experiences can catalyse important conversations, recognize that this carries different risks for different people. Take time to assess your situation and emotional and psychological capacity for this.
 

For Organizations:

1. Create Safe Spaces:

Establish regular opportunities for open dialogue about DEI issues, while acknowledging that “safety” means different things to different people.
 

2. Offer Emotional Containment:

When team members raise concerns or suggest discussions, provide not just logistical support but also emotional backing and protection.
 

3. Recognize Power Dynamics:

Understand that speaking up carries different risks for different team members, particularly those from marginalized backgrounds.
 

4. Foster Continuous Dialogue:

Ensure conversations about inclusion aren’t one-off events but part of an ongoing commitment to growth, even when perspectives differ.

The path to creating truly inclusive workplaces requires both personal courage and organizational commitment. While my experience showed that a single incident can open important dialogues, it also highlighted the complexity of these conversations and the need for sustained support systems.

Most importantly, remember that advocacy for change doesn’t have to be a solitary journey. Whether you’re sharing your own experiences or supporting others in sharing theirs, building and maintaining support networks can provide the foundation needed for creating meaningful dialogue and lasting change.