Using a Mediators Toolbox to Undertake Successful DEI Conversations
Author : Michelle Phaneuf, P.Eng., ACC, C.Med (she/her) of Workplace Fairness West
Facilitating diversity, equity and inclusion (DE&I) conversations in the workplace is important when we are focusing on creating a more inclusive and equitable environment and fostering belonging. Like DE&I training, this often falls on the HR professional to undertake. DEI training can build a foundation for stepping into these more in-depth conversations to build understanding and connect with others.
The easiest way for a person to connect with someone else from another walk of life is for them to hear about their experiences. Conversations humanize us. When we can empathize with someone’s situation, we are able to connect on a much deeper level. We recognize that training is not always the best platform to create empathy. That comes when others hear real stories from people they know. To practice diversity, equity and inclusion, it is key that teams understand the people within their organizations that live, look, and act differently from them. For a diverse workforce to feel included and heard, facilitating conversations that cultivate understanding is important.
As mediators, we undertake difficult conversations to raise awareness and build understanding every day. There are a few best practices that I can share for getting the most out of these dialogues and create a positive environment for people to express their opinions. Here are some principles that we follow to foster success.
- Prepare for the conversation.
a. Ensure you have a strong understanding of DEI issues yourself regardless of your race or ethnicity. Educate yourself first. Plan for how you will respond if the conversation gets difficult (see number 4 below).
b. Facilitating conversations on issues involving DEI requires foresight and planning. It's important to go into these conversations with an understanding of what you want to accomplish and how you want to accomplish it. Set and share clear goals and objectives of the conversation with the group ahead of time. Are you aiming to build understanding, raise awareness, address specific issues, or create an action plan? Clear objectives will help guide the conversation. - In the Room:
a. Be clear about the purpose/intention of the conversation.
b. Give enough time for the conversation – even more than what you think is reasonable.
c. Set guidelines – Here are some I use:
Come with a positive intention
Be curious
Be kind
Listen actively
Speak from the "I" perspective
Lean into discomfort
Be open, avoid judgement, blame, advice or correction
Assume positive intent of others
Be direct and transparent
Honor confidentiality
Monitor your own participation and others
Speak one at a time
Monitor your tone and body language
d. Talk about confidentiality – we can leave the stories in the room and take the learning back to others.
e. Share how this conversation may impact BIPOC people differently than others. Ask what everyone needs for this to be a safe space.
f. If you are not BIPOC yourself, acknowledge this, your privilege, and your lack of perspective on these issues. - Focus on Building Understanding:
a. Start with Awareness: Begin with conversations about awareness and understanding. Encourage participants to share their personal experiences, perspectives, and challenges related to diversity and inclusion.b. Focusing on values helps to build understanding. Use words that represent the values in what you are hearing. For example, fairness, respect, support, appreciation, valued.c. Ask for other perspectives or share other viewpoints if the conversation becomes one-sided.d. As a facilitator, your role is to listen actively to all participants, validate their feelings and experiences, and ensure that everyone has an opportunity to speak without interruption or judgment.e. Ensure everyone in the room has a voice and a choice in how they want to participate (speaking, written sticky notes). Starting discussions in pairs and shifting to smaller group discussions before you share back in a larger group will create more safety.f. Paraphrase or summarize the conversation at various intervals to ensure the meaning is clear. - If discussions become heightened:a. Acknowledge the emotion that you hear from the speaker or feel in the room. For example - It sounds like you are very angry about your experience.b. Ask open questions to de-escalate debate. For example - What is coming up for you when you are saying/hear that? What’s important to you about that?c. Reframe to the positive when you hear someone share something negative. For example - I don’t like it when others treat me as a second-class citizen– reframe: You want to be treated fairly by others.
Other Tips
- Set the tone by sharing your own stories if applicable.
- Recognize when someone has shared something difficult.
- Find opportunities to highlight similarities between groups.
Remember that diversity and inclusion conversations should be ongoing and integrated into the workplace culture. By facilitating these discussions thoughtfully and proactively, you can contribute to a more inclusive and equitable work environment. The path to a diverse and inclusive workplace is paved by understanding and empathy. While people within certain groups may not be able to directly relate to others, having an understanding of their experiences and mindset can provide the insight they need that leads to empathy and understanding. Ultimately, these traits help to create a more diverse, equitable , and inclusive workplace where people from all walks of life can feel they belong.
Join our upcoming Professional Development Session to learn more from Michelle on this topic:
HR Mediation – A Crucial Skill for the Successful Professional
When
: Tuesday, January 30, 2024 at 8:30 am to 4:30 pm
Cost
: Member $349 + GST | Non-member $399 + GST | Student Member $75 + GST
Venue
: CPHR Alberta Calgary Office - Gateway Room
Learn more here.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
Inspired by the spirit of the Northern Lights, the CPHR Alberta Member Recognition Program reflects a core belief: excellence is for everyone, everywhere. Just as the northern skies stretch across Alberta, the Northwest Territories, and Nunavut, so too does the impact of HR professionals—our Stars of HR—who illuminate workplaces and communities through leadership, innovation, and collaboration. We are proud to celebrate the recipients of our 2026 Member Recognition Program, a refreshed and re-imagined approach to recognition that replaces our former awards program. Inspired by the brilliance of the Aurora Borealis—a symbol of energy, beauty, and limitless potential—this program honours HR professionals as guiding lights within their organizations, illuminating pathways to success and shaping the future of work across our region. A New Era of Recognition With a renewed focus on excellence and inclusion, the Member Recognition Program recognizes a broad spectrum of contributions across the HR profession. From individual practitioners and collaborative teams to champions of the profession, volunteers, and newly designated CPHRs, this program celebrates the many ways HR professionals lead, inspire, and make a difference. We are thrilled to recognize the following groups at our first-ever Member Recognition Gala: Congratulations to our 2026 recipients and honourees. We’re proud to celebrate your achievements and contributions to HR! 2026 Individual HR Excellence Recipients 2026 Team HR Excellence Recipients 2026 HR Champion Recipients 2025 Newly Designated CPHRs 2025 FCPHRs 2025 Scholarship Winners 2025 CPHR Alberta Volunteers Spotlight: Individual HR Excellence Award The Individual HR Excellence Award honours HR professionals who demonstrate exceptional leadership, innovation, and commitment to the profession. Recipients are recognized for mentoring, collaboration, and inspiring others through their dedication, continuous learning, and advocacy for HR. 2026 Individual HR Excellence Recipients: Monika Ahuja Cristina Balamban Jennifer Kapala Arobo Ako Anna Tymoszejko All nominees who met the criteria, as evaluated by our Awards Selection Committee, will be honoured as 2026 HR Excellence Recipients and receive an individual spotlight at the Member Recognition Gala. Spotlight: Team HR Excellence Award The Team HR Excellence Award honours HR teams for exceptional collaboration, strategic leadership, and impactful execution. Recipients are recognized for advancing HR practices, delivering initiatives aligned with CPHR Alberta’s competency framework, and driving measurable positive outcomes through shared leadership, adaptability, and resilience. 2026 Team HR Excellence Recipients: Calgary Airports Servus People & Culture Team Edmonton West Primary Care Network (EWPCN) Alberta New Home Warranty Program Group of Companies Spotlight: HR Champion Award The HR Champion Award honors leaders in our business community who are not members, but who advocate for HR’s strategic value, demonstrate a people-first approach, and drive significant organizational impact. Award recipients are recognized for empowering colleagues, mentoring future professionals, and shaping workplace culture through outstanding leadership and innovation. In addition, these leaders actively encourage the pursuit of the CPHR designation, recognizing its importance in advancing HR professionalism and excellence across organizations. 2026 HR Champion Recipients: Bhanu Walia Kim Armstrong Join Us at the 2026 Member Recognition Gala Thursday, April 30, 2026 5:00 – 9:00 PM at the Westin Calgary Airport Included in your Gala Ticket: For $105 +GST, guests will enjoy a vibrant, modern, and prestigious night featuring a cocktail‑attire atmosphere, a three‑course plated meal, and a complimentary drink ticket. Get your ticket here.
Your current CPHR Alberta Board of Directors selected a slate of two (2) strong candidates to fill the current Board vacancies from a talented pool of applicants. The nomination process began in late 2025 with a call for applicants. The applications period ended on January 9, 2026. The responsibility of reviewing all applications sits with the Human Resources Committee of the Board. All applicants were reviewed in full, and based on the established selection criteria, a short-list was identified and interviewed. Following interviews a proposed slate was developed and presented to the Board, with the final slate generated for your consideration. The 2026 slate of Directors are Adediwura (Wura) Odiase and Terri Davis. These applicants reflect the skills, experience, and qualifications to supplement the existing Board of Directors and to guide the association into the future and to serve you, the members. 2026 Slate: Adediwura (Wura) Odiase - Click here to watch Wura's introduction video. Terri Davis - Click here to watch Terri's introduction video. Read more about our 2026 slate of directors here. How to Vote Only Chartered and Retired members can vote. Open the email you receive from CPHR Alberta via Simply Voting , read the bios, and vote yes or no to the slate. The voting website is available from March 2, at 1 PM MST until March 13, at 12 PM MST. The Simply Voting email contains your elector ID and password, which is needed for you to cast your ballot. If you do not see an email from CPHR Alberta via Simply Voting ( vote@simplyvoting.com ), please check your junk mail and spam filters. If you experience any technical difficulties in accessing the voting website, please email Heather McMaster at for assistance. On behalf of the CPHR Alberta Board of Directors, thank you in advance for your participation in the 2026 CPHR Alberta Board of Directors Election. We look forward to seeing you online for our Annual General Meeting on May 7. Registration will open in April, watch your email for more details.
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