Newsletter – Do You Know How to Make Sure Your Leaders Avoid Megyn Kelly's Fate? |

October 29, 2018

Do You Know How to Make Sure Your Leaders Avoid Megyn Kelly’s Fate?

In case you have missed the Megyn Kelly kerfuffle, the morning show host and former Fox News anchor was removed from NBC’s TODAY Show last week because she stated that she didn’t understand how wearing blackface for Halloween was inappropriate.

Many commentators howled in protest, pointing out that Kelly was not only a prominent television face but a lawyer who used to practice employment law. Perhaps some leaders could be forgiven for not understanding various diversity and inclusion issues, but someone in Kelly’s position of influence needs to make sure that she is educated about the historical context of behavior.

While most leaders would cringe at the blackface comment and the suggested costume, here is how to make sure that your leaders avoid a similar snafu.

What Should You Do?

Realize that diversity and inclusion is a process, not an event. You need to make a long-term commitment to continuing and effective education of your leaders and staff. One time is not enough.
Make sure your leaders understand intent versus impact. From a legal – and I would suggest values – perspective, your intent doesn’t matter. Saying that you meant this kind of costume as a “joke” doesn’t let you off the hook. What matters is the impact the behavior has on other people, not your innermost thoughts. Instead of dismissing the behavior as a joke, ask to be educated about why someone dislikes your behavior: listen and learn.
Encourage a culture of values and civility. Suggesting some people are “too sensitive” or too “PC” won’t create a culture that is respectful and productive. I always encourage my clients to discuss what is “correct” in a civilized organization, not what is “politically correct.
Encourage education, not blame and name calling. In today’s politically charged environment, where people sling labels like hash, take the high road. Diversity and inclusion can be complicated topics these days but labeling someone as a racist does not help them understand anything. Encourage a safe educational environment where people can discuss and learn about sensitive topics. What works is to discuss specific behavior and educate your leaders about why certain behavior is just not okay.
Coach leaders to issue appropriate apologies. Saying that you apologize if anyone was offended won’t cut it. That just puts the blame on the person receiving the behavior. Instead, issue a straightforward: “I was wrong.”

What Do You Think?

How do you educate your leaders about diversity and inclusion issues? What have you found works or does not work? Call or write us at 303-216-1020 or [email protected].

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