Episode #514: Inclusion, Conflict and Diversity In Japan

 
Like a disease, internal friction erodes our organisations and is especially difficult for leaders who want to increase team diversity. In order to achieve diversity, an inclusive environment must be established first. But unresolved disputes stand in the way of this development and hinder efforts to foster inclusivity. In spite of diversity, equity, and inclusion awareness campaigns, many Japanese businesses still struggle to move from the "why" to the "how." Unresolved disputes within groups deliberately impede the progress towards increased inclusion. In order to efficiently resolve disagreements, a five-phase prism is suggested:

1. Determine the precise nature of the dispute.

2. Evaluate important people's conflict resolution strategies.

3. Determine the conflict's underlying causes.

4. Look into potential fixes.

5. Select the best resolution and carry it out.

When handling disputes, timing and environment are very important. It is not a good idea to start conversations while feelings are running high. A little wait time enables cooling down. Talks should take place in a quiet setting away from the workplace, where people feel comfortable sharing their worries. It is best to ask open-ended questions that concentrate on finding solutions rather than placing blame. It becomes crucial to actively listen in order to comprehend and handle conflict responses that vary in nature.