CommAssignment1 F

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Western Governors University *

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Management

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Jan 9, 2024

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F. Overcoming Potential Biases Overcoming biases such as prejudice and discrimination in stakeholder communication is vital to build respectful working relationships between us and stakeholders. Overcoming biases is also critical for fostering inclusive relationships between all parties. Implementing culturally competent strategies is necessary to address such biases. One effective method is to promote cultural awareness and sensitivity among us and stakeholders. This involves providing workshops to educate all parties about diverse perspectives, values and practices. By creating an environment which values different cultures and their views, we naturally become more open-minded about differences between ourselves and others, which reduces prejudice in communication (Anderson & Skouvig 2017). Furthermore, today’s ever-changing workplace comes with ever-changing cultures. To address this, the workshops will require constant maintenance and updating to reflect the current cultures present in the workplace. This works toward reducing prejudice and discrimination in the workplace and improving stakeholder communication. Another effective method to promote cultural awareness and sensitivity among us and stakeholders is active listening. Empowering all parties (us and stakeholders) to actively listen to each other fosters understanding between us. Methods such as paraphrasing to confirm comprehension and asking clarifying questions have been proven to lead to more understanding (Davis, 2022). When we feel heard, we feel respected. This feeling can result in an increase of goodwill amongst us and stakeholders. It can reduce biases and create a more inclusive environment to communicate. Culturally competent communication also includes acknowledging and validating diverse experiences, reinforcing the idea that each stakeholder's perspective is valuable and contributes to the overall success of the organization. Although active listening is a concept for all aspects of life and not just organizationally, using it in this way reduces prejudice and discrimination in the workplace and improving stakeholder communication.

A third method to promote cultural awareness and sensitivity among us and stakeholders is by creating inclusive policies and actively implementing practices for reducing biases. This requires working to identify and fix any existing biases present in the organization. Incorporating diversity and inclusion into the heart of an organization allows us and stakeholders to feel included in the organization’s values and mission. This can be achieved by recruiting and hiring a Chief Diversity Officer (CDO) who can lead diversity and inclusion trainings. The CDO can also regularly evaluate policies to ensure they remain inclusive as the workforce demographics change. Although the CDO is not directly responsible for how we and stakeholders communicate with one another, the work that CDOs carry out set the organizational context to reduce prejudice and discrimination in the workplace and improve communication between us (Jones, 2021). Finally, promoting diversity in decision-making processes will certainly help overcome biases by ensuring that a variety of perspectives are considered (Jana & Mejias, 2018). This starts with diversity hiring practices to welcome individuals from different backgrounds, genders and walks of life into leadership and decision-making roles. When stakeholders see that their voices are represented at all levels of the organization, it fosters a sense of belonging and reduces the impact of biases in communication. Culturally competent strategies, therefore, not only address biases directly but also create a foundation for a more inclusive and equitable communication environment.

References Davis, G. (2022). Engaging in Difficult Conversations: At Work. Phi Kappa Phi Forum, 102(3), 21. Jack Andersen, & Laura Skouvig. (2017). The Organization of Knowledge : Caught Between Global Structures and Local Meaning. Emerald Publishing Limited. Jones, N. (2021). Chief Diversity Officers and the Challenge of Organizational Change. Organization Development Review, 53(1), 57. Tiffany Jana, & Ashley Diaz Mejias. (2018). Erasing Institutional Bias : How to Create Systemic Change For Organizational Inclusion: Vol. First edition. Berrett-Koehler Publishers.

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