HR professionals and line managers play a pivotal role in building an inclusive culture. One essential aspect of building this culture that often goes overlooked is the skill of open-minded listening.

Open-minded listening promotes empathy, inclusivity, and informed decision-making.

How?

It allows you to put yourself in the shoes of others, empathise with their challenges and understand their experiences. This empathy fosters trust and builds relationships.

It also ensures you gather a comprehensive range of perspectives before making any decisions.

Questions are also a vital tool for gathering information, understanding employee concerns, and resolving conflicts. And the way questions are framed can make a significant difference in fostering an environment of respect and inclusion.

Understanding the difference between respectful and disrespectful questions is essential to maintain a positive work environment. Let’s explore this further:

Respectful questions show genuine curiosity and empathy.

Examples of respectful questions include:

• “Can you share your perspective on this issue?”
• “How do you pronounce X?”
• “I’d like to know more about …..
• Are you willing to explain to me why/how…?”

Disrespectful questions can stem from assumptions, stereotypes, or biases.

Recognising and reframing disrespectful questions is crucial to prevent misunderstandings and negative interactions. Examples of disrespectful questions include:

• “Why can’t you just get over it?”
• “Don’t you think you’re being too sensitive?”
• “How does someone like you manage to do this job?”

Sometimes, the questioner may be unaware of the impact their questions can have. They might be genuinely curious, but may not realise they are reinforcing stereotypes or biases. It is crucial to approach these situations with patience, and educate your employees on the potential unintended consequences of their words.

Unconscious biases can influence the way questions are framed. The mantra that many people use:‘treat others the way you wish to be treated yourself’ can only be true if they have the same beliefs and values as you do. You can help employees recognise and address their biases through diversity training.

So, how can we start to be ‘Respectfully Curious’?

Disrespectful questions can evoke strong emotional reactions from the person being asked. Cultural differences and sensitivities can influence the interpretation of questions too. What may seem harmless in one culture could be deeply offensive in another so, how can this be managed?

1. Reflect on Intentions: Before asking a question, pause and consider the motivations. Are you genuinely seeking understanding, or are you reinforcing biases?
2. Practice Active Listening: Actively listen to the responses provided, ensuring that individuals feel heard and validated. Resist the urge to interrupt or dismiss their perspectives, as this can undermine the trust-building process.
3. Create an environment where individuals feel comfortable expressing their thoughts and concerns. You should encourage open dialogue, actively listen, and validate emotions without judgment.
4. Provide training to employees at all levels, including managers and executives. These programs can enhance awareness, promote empathy, and equip individuals with the tools to navigate respectful communication effectively.
5. Encourage feedback and reporting mechanisms to allow employees to share their experiences and concerns. Regularly review and address any instances of disrespectful questions promptly and transparently.
6. Lead by Example: HR professionals  and managers should model respectful communication and ask open-minded questions themselves. By setting a positive example, they can inspire others to adopt inclusive practices and foster a culture of open-minded listening throughout the organisation.

Open-minded listening empowers individuals to navigate respectful and disrespectful questions. By considering the perspectives of both the questioner and the person being asked you can foster an inclusive culture, empathy, and cultural sensitivity, and create a workplace where all voices are valued and respected.

Being respectfully curious forms a key part of our dignity and respect training, and it’s always the one with the ‘lightbulb moments’. If you’d like to see how a programme might look for your organisation, please get in touch with a member of our learning team.