Imagine this: A disabled employee approaches HR to discuss a recent promotion decision. They believe their disability may have played a role in being overlooked for the role, despite meeting all the qualifications. How do you handle such a delicate situation, balancing empathy for the employee’s concerns while working toward a fair and constructive resolution?
Navigating this type of conversation requires HR to balance empathy, transparency, and an understanding of how unconscious bias may have changed the decision-making process.
Whether discussing accommodations, ensuring fair workplace practices, or fostering a welcoming environment, effective communication is key to creating a truly accessible workplace.
October is National Disability Employment Awareness Month (NDEAM), making it the perfect time to learn how to expertly handle difficult conversations for an inclusive work environment.
Enter SHARK Communication: a straightforward method that can guide you through even the most difficult discussions, fostering understanding and inclusion for everyone involved.
Why Tough Conversations Matter
Difficult conversations are often where the most growth happens. For HR and accessibility professionals, these discussions are about creating real change and truly supporting employees’ feelings.
In the workplace, tough conversations are inevitable, but they’re also essential. By embracing a method like SHARK Communication, you’re not just managing conflict; you’re opening the door to deeper understanding, mutual respect, and a more inclusive workplace.
SHARK Communication for Inclusive Workplace Conversations
What is SHARK Communication?
SHARK Communication is a simple, yet powerful tool designed to guide HR and accessibility professionals through difficult conversations. It encourages mindful communication and helps avoid misunderstandings, especially when navigating sensitive topics. Each step of SHARK, Stop, Hear, Ask, Reevaluate, and Knowledge, builds a more respectful and productive dialogue, laying the groundwork for mutual understanding.
Why it’s effective
The SHARK method promotes active listening, reduces bias, and encourages self-reflection. It’s particularly effective in performance discussions, where emotions can run high, and misunderstandings can derail progress. By following SHARK, leaders can engage in these conversations with empathy, ensuring all voices are heard and valued.
Breaking Down SHARK Communication
S: Stop yourself from being on automatic
When entering a tough conversation, it’s easy to let preconceived notions or biases shape your responses. For HR and accessibility professionals, it’s essential to pause and stop yourself from making automatic assumptions, especially when discussing accommodations or accessibility needs. Take a moment to center yourself and approach the conversation with an open mind.
For example, when an employee requests an accommodation, avoid assuming what they need based on previous experiences. Instead, stop, listen, and be open to understanding their specific requirements.
H: Hear what the other person is saying
Active listening is crucial. Whether you’re addressing career growth, personal concerns, or accommodations, focusing on the speaker and truly hearing their words fosters trust and understanding. Listen without interruption. Then, paraphrase what the other person has said to confirm your understanding and show that you value their input.
A: Ask and answer clarifying questions
Asking open-ended, clarifying questions can help both parties get to the heart of the issue, preventing miscommunication and ensuring all aspects of a problem are addressed.
During conversations about accessibility needs, ask questions like, “Can you explain how this barrier affects your work?” to ensure you fully understand the issue and can take proper action.
R: Reevaluate your perspective
After hearing the other person’s point of view, reassess your own stance. This step is critical in addressing unconscious biases or preconceived ideas.
If an employee raises a concern about inclusion that you hadn’t considered, take time to reflect on how your own perspective may need to shift. This is an opportunity for growth and learning.
K: Knowledge and mutual understanding should result
The goal of any tough conversation is to walk away with a shared understanding. SHARK Communication ensures that both parties feel heard, respected, and equipped to move forward collaboratively.
Once you’ve worked through a challenging conversation, summarize the key takeaways to ensure both parties are aligned. This sets the stage for actionable solutions that benefit everyone involved.
Practical Applications of SHARK Communication
For HR professionals
The SHARK method is invaluable when managing employee accommodations, conducting performance reviews, or addressing workplace accessibility concerns. It provides a framework to ensure every conversation is respectful, thoughtful, and solution-focused.
For accessibility teams
SHARK Communication can guide tough conversations with IT teams, leadership, or external partners when discussing accessibility challenges or legal compliance. It helps create a dialogue where accessibility needs are taken seriously and prioritized within the broader organizational strategy.
Building Inclusive Workplaces with Effective Communication
At the heart of every inclusive workplace is effective communication. The SHARK method empowers HR and accessibility professionals to navigate difficult conversations with empathy, openness, and respect. By adopting this approach, you not only improve individual conversations but contribute to a more inclusive culture where everyone feels valued.
This National Disability Employment Awareness Month, consider how the SHARK method can elevate your retention and engagement efforts, while strengthening your organization’s commitment to its employees.
