Let’s cut to the chase—talking about race, identity, and discrimination is hard as hell. It’s the kind of hard that makes people break into a sweat, stutter over their words, or retreat into silence. But why is it so hard? As someone who’s been in the trenches of diversity and inclusion work, and particularly in the context of Halifax, I’m here to share one perspective on reality of these conversations.
The fear factor
First off, fear is a massive roadblock. People are terrified of saying the wrong thing, offending someone, or being labeled as a “racist.” This fear is so pervasive that it paralyzes conversations before they even begin. But let’s be real—this fear isn’t entirely misplaced. We live in a society where one misstep can lead to career suicide or even worse—being “canceled.” So, people often opt for silence over the risk of making a mistake. But this silence is deadly. It stifles growth, understanding, and ultimately, progress.
The comfort zone conundrum
Conversations about race and identity force us out of our comfort zones. They challenge our worldviews and compel us to confront uncomfortable truths about ourselves and our society. It’s human nature to avoid discomfort, but growth never happens in the comfort zone. We need to deal with the discomfort, lean into it, and use it as a catalyst for change.
The knowledge gap
Another hurdle is the vast knowledge gap. People know that they don’t know, but don’t know who does know so they can learn what they need to know. And yes, that is a grammatically correct sentence! Many people simply don’t know enough about the historical and systemic roots of discrimination to engage in meaningful conversations. This knowledge gap isn’t always willful; for example, our education systems haven’t always taught these critical aspects of history. Without a solid understanding of the past, it’s impossible to fully grasp the present.
The Halifax context
Here in Halifax, our city’s history is marred by significant racial and cultural tensions. From the displacement of my ancestral African Nova Scotian community of Africville to the ongoing struggles of Indigenous populations, local context adds layers of complexity to these conversations. Halifax’s history of segregation, economic disparity, and systemic exclusion needs to be acknowledged and addressed if we are to move forward.
The emotion in it
Talking about discrimination isn’t just an intellectual exercise—it’s deeply emotional. For those who experience it, recounting these experiences can be retraumatizing. For others, acknowledging their own privilege can be unsettling. Emotions run high, and these discussions can quickly become heated. It’s essential to navigate them with empathy and respect, recognizing the emotional labor involved.
The path forward
So, where do we go from here? We need to foster environments where these conversations can happen openly and honestly. So many organizations in HRM are striving to do just that. This means creating safe spaces where people feel supported in their vulnerability. It means using “mis-steps” as an opportunity to learn and recalibrate, rather than cancel. It means listening more than we speak and approaching each conversation with empathy and an open mind.
At Crayon Strategies, we believe in being real and authentic. We don’t shy away from the tough conversations because we know that’s where the real work happens. Talking about race and identity can be messy, uncomfortable, and damn hard—but it necessary.
Let’s embrace the discomfort. Let’s have the conversation.
Ask April your question about Diversity, Equity, Accessibility, and Inclusion for consideration in the next issue of Business Voice magazine!
Submit your question to Emily Bednarz at the Halifax Chamber.
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