[author: Brianna Weis]*

As we enter April, which is recognized as diversity month, keep in mind the many ways we are diverse, and remember that these differences make us stronger as law firms and a civil defense bar as a whole.

To quote Walt Whitman, “Be curious, not judgmental.” To be curious is to wonder, listen, and allow yourself to learn about others. To avoid judgment means not imagining the worst, coming up with hasty conclusions, or making assumptions at face value, but instead thoughtfully considering the perspective of your colleague.

Everyone wishes to be known, understood, and heard. This includes not only our colleagues and staff but also our clients and those we interact with in daily life. By approaching others with kindness—rather than judgment—we can help foster a world that embraces compassion. Below are a few tips to help us connect in meaningful ways with our colleagues.

First, ask meaningful questions. “How was your weekend?” is a standard question and often elicits the standard response: “Good.” Asking people instead about their hobbies or if they have anything special planned for summer can invite a dialogue that builds connections. It is important to note, however, that these questions can be a source of anxiety for those who wonder how much they can share and who they can trust with the things that make them different. Often your answers can demonstrate both your willingness to learn and allyship. Remember also that context is key—asking someone one-on-one might elicit a different response than a breakroom conversation. And if someone does share a plan or hobby, remember to follow up and ask them how it went/is going. This will further indicate that you are genuinely curious and invested in their life.

Second, we live in an age where information is at our fingertips. As a result, we can often find small insights or guidance into different cultural references, and religious or social practices. Utilize these resources to identify and learn about your prejudices, biases, or gaps in your knowledge. It is not your coworker’s responsibility to educate you on their particular beliefs or practices. There are numerous short videos or articles that can be shared or highlighted with colleges that will encourage discussion. Most people are willing to dialogue once there is a basis of knowledge.

Third, be understanding and flexible with people asking for time off or work-from-home accommodations. Although setting policies might be outside of your domain, recognizing that others may need particular days off that are culturally or religiously significant is an important step in embracing diversity.

Asking for time off for a significant event may feel daunting to a particular individual, especially if they are the only person in the firm to whom the event applies. Consider allowing individuals to block off a calendar with “Private” so that they can receive the time off without having the reason publicly shared on a group calendar. Consider also having a calendar meeting at the beginning of the year where individuals can put significant dates on the calendar well ahead of any potential conflicts. Many electronic calendars allow you to download additional holidays such as Ramadan or Rosh Hashanah. If these events are noted, you can wish your colleagues who practice them “Ramadan Kareem” or “Shanah Tovah.” It’s an easy way to help them feel like you saw them, remembered them, and continue to encourage connection.

Fourth, encourage an environment that fosters acceptance and curiosity. Understanding that everyone has a different experience is the first step in building an atmosphere that embraces curiosity. Not everyone holds identical beliefs or values. This is the very basis of diversity and is what makes the human experience unique. By fostering connections, we can address and reduce prejudice and biases. Although there will likely be topics that employees are uncomfortable discussing, providing the opportunity to engage in these discussions on their own time, perhaps even in the privacy of their own office, can sometimes allow for a greater discussion. This can also foster an environment where individuals do not feel they constantly have to defend their own beliefs.

Our differences allow for new perspectives and creative ways of solving problems. In discovering our differences, we often learn we have common ground. This common ground can increase productivity and collaboration, especially in an environment where everyone feels they can contribute. Our approaches to diversity can be as diverse as we are ourselves. We will not always agree with each other, but we can always respect each other. In considering our differences, we have a chance to allow everyone to succeed: for together we are greater than the sum of our parts. In conclusion, a quote from Dr. Maya Angelou: “We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal and value, no matter what their color.”

* Hartline Barger, LLP