How to have courageous conversations about race and ethnicity at work

By Vanessa Belleau

Talking about race and ethnicity at work can feel uncomfortable. Many people worry about saying the wrong thing, being misunderstood or facing backlash. Yet, silence allows inequity to persist. Creating an inclusive workplace isn’t just about policies or campaigns, it’s about learning to have honest andd respectful conversations when things feel sensitive.

Why these conversations matter

Avoiding conversations about race doesn’t protect anyone -> it protects the problem. When we stay quiet, biased assumptions, micro-aggressions and harmful ‘banter’ go unchallenged. Over time, that erodes trust, belonging and psychological safety.

True inclusion means we have to be willing to talk about the hard stuff, not perfectly but courageously.

The discomfort is normal

Before we look at how to approach these conversations, it helps to name the fear or negative emotions. The person being challenged may feel defensive or embarrassed. The person doing the challenging may feel anxious, exposed or worried about retaliation.

This discomfort isn’t a sign that you are failing -> it’s a sign that you are growing. Because courage and compassion can coexist.

A simple tool: The AID Model

I teach a practical structure called the AID model. It helps you speak up clearly while keeping the conversation grounded in respect.

A – Ask with curiosity

Open the door gently. Instead of accusing, invite dialogue.

Say:

• ‘Can I check what you meant by that?’

• ‘Would you be open to talking about how that might have landed?’

Remember: You might feel nervous. Curiosity reduces defensiveness and turns the exchange into a learning moment.

I – Interrupt with respect

Step in when something harmful is said or done. Be clear but calm.

Say:

• ‘Let’s pause – that comment might come across differently than intended’

• ‘That language doesn’t fit the culture we’re building here’

Remember: You might feel exposed or unsure, especially in a group. Ground yourself, you are protecting dignity and values.

D – Discuss impact, not intent

Shift the focus away from motives and towards the effect.

Say:

• ‘I know you didn’t mean harm but the impact could be that someone feels excluded’

Remember: You may feel relief after speaking up, and possibly tension about their reaction. Keep the focus on the impact so the conversation stays constructive.

Why this approach works

✅ It balances empathy with accountability.
✅ It provides structure when emotions are high.
✅ It validates that discomfort is part of progress.

The AID model turns ‘calling out’ and ‘calling in’ into something approachable. It reminds us that the goal isn’t to win an argument -> it’s to create understanding and uphold respect.

Building a culture that supports brave voices

For these conversations to happen safely, people need to know the organisation will back them. That means:

• Clear policies for reporting racism and discrimination.

• Leaders modelling inclusive behaviour.

• Regular spaces for reflection, learning and dialogue.

When the culture signals that speaking up is valued - not punished - more people will do it.

A closing thought

Courageous conversations about race and ethnicity are not about being fearless, they are about being willing. Willing to challenge, willing to be open-minded, willing to call in, willing to get everyone to feel seen, valued and respected in an anti-racist organisation.

Every time someone chooses to speak with honesty and care, it creates ripples of change.

The first step is often the hardest. The next one becomes easier because you took it.