August is recognized as National Civility Month, a time dedicated to fostering civil discourse in the midst of democratic complexities. However, the concept of civility has a dual history: while it can be a tool for constructive dialogue, it has also been weaponized to silence dissent and maintain the status quo. At MindOpen Learning Strategies, we work closely with organizations to help them articulate their culture and values, exploring how these intersect with their mission to advance social justice. To reach future social justice, we must acknowledge historical and present truth, especially when it has been obscured or manipulated.
Social movements have always employed a range of tactics, including those that challenge the conventional understanding of civility. The sanitized appropriation of Martin Luther King Jr.’s legacy in the civil rights struggle has misled many into believing there is only one way to be civil. In reality, significant change often requires a variety of strategies, some of which may be uncomfortable or even disruptive.
It is unreasonable to demand neutrality in tone from people living with existential threat— whether in the direct line of danger or closely identified with those who are. This includes those with loved ones in global war, conflict, and genocide zones; and members of identify groups who are harmed and killed disproportionately in daily life.
And yet even as so much injustice and crisis plays out near and far, most of us make our living in ways that require us to compartmentalize the personal and the professional. Therefore, it’s important for organizational leaders to consider: Are we using civility as a term to avoid conflict or marginalize voices, or are we living civility by creating policies and norms that meet the moment?
In the United States, we are witnessing a long-overdue reckoning with our history, accompanied by a fierce backlash. This struggle defines our era. How does this translate to the workplace, particularly in mission-driven organizations where social impact is a stated goal? Even in these environments, there is a diversity of thought and opinion, and many leaders and institutions are realizing they have underestimated how aligned their employees really are.
A trauma-informed culture of civility looks like:
Acknowledging the complexities employees are living with, without singling out individuals.
Building trust in supervisory relationships through actions not empty words, so that vulnerability is not punished.
Pacing meetings and due dates so that staff are not running on autopilot, and normalizing thoughtful adjustments of timing.
Planning in advance how and when an organization will respond to current events internally or externally, aligned with its mission not the feelings of its leaders.
Acknowledging that conflict is inevitable and can be a source for continual learning.
It’s telling that the Society for Human Resource Management (SHRM) has recently rebranded its diversity, equity, and inclusion (DEI) efforts, removing the word "equity" and simultaneously launching a campaign for workplace civility. What does this shift signify? At MindOpen, we are not neutral. We believe that civility, when framed merely as politeness, can become a tool of oppression.
At MindOpen, when setting expectations for group learning experiences, we don’t make false promises of safety because we understand that safety is often an illusion. Instead, we focus on the conditions to create “safe enough” environments for Minds to Open: to connect with one another with compassion, and to access the courage it takes to think critically. This requires clarity in limitations, communication, and objectives. Without this, we risk perpetuating gaslighting and other harmful behaviors.
Oppression is not just a buzzword; it is a reality that shapes many people's lives. So, where does this leave us in the context of DEI initiatives? We must acknowledge that workplaces are not just environments to make a living but also arenas of power dynamics. These dynamics involve position, role, social identity, and the ability to influence. Right now at MindOpen, we are excited to explore the ways that alternate models of worker-led democracy can harness power dynamics to generate new, humane ways of working– civility at its best.
So, what does civility mean to you? How do you define respect? In our civic and civil lives, as well as in our daily work, there is much to explore. How will you engage with this discussion? How are you choosing to participate, challenge, and grow?
We have worked with over 40 organizations to align people, processes, and systems as they work to make a better world. We’re always excited to meet new potential collaborators and deepen existing collaborations. Reach out, and let’s get a conversation going (elizabeth.speck@mindopenlearning.com).
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