EDI Strategies: The role of Emotional Intelligence in Antiracism

This informal CPD article, ‘EDI Strategies: The role of Emotional Intelligence in Antiracism’, was provided by Chiedza Ikpeh, Director of RARA Education Project. RARA is a Black and Female-led organisation that is committed to facilitating safe learning and working environments where Black and Indigenous People of Colour (BIPOC) can advance, connect, and thrive in UK society.

The role of Emotional Intelligence in Antiracism

Equality, diversity, and inclusion (EDI) strategies have become increasingly important in the workplace as organisations recognise the value of creating a diverse and inclusive culture (CIPD, 2020). Antiracism is a key component of EDI and requires individuals to be able to navigate difficult conversations and situations with empathy and respect (Hargons et al., 2020). Emotional intelligence (EI) can play a critical role in developing these skills, as it helps individuals to better understand and manage their own emotions, as well as to read and respond to the emotions of others (Mikolajczak et al., 2019). In this article, we will explore the link between EI and antiracism, and provide strategies for developing these skills in the workplace.

What is Emotional Intelligence (EI)?

EI is a set of skills that allow individuals to understand and manage their own emotions, as well as to read and respond to the emotions of others. According to Goleman (1995), EI has four key components: self-awareness, self-management, social awareness, and relationship management. These skills are particularly relevant in the context of antiracism, as they enable individuals to recognise their own biases and emotions, and to communicate effectively with people from diverse backgrounds.

The Link between EI and Antiracism

EI can be a powerful tool for promoting antiracism in the workplace, particularly in the UK where diversity and inclusion have become increasingly important (CIPD, 2020). For example, self-awareness can help individuals to recognise their own biases and assumptions, and to challenge these beliefs when they may be contributing to discriminatory behaviours or practices (Deery, Jago, & Stewart, 2019). Social awareness, on the other hand, enables individuals to understand and empathise with people from diverse backgrounds, and to recognise the impact that systemic racism and discrimination may have on their experiences (Salami & Tull, 2020). By developing these skills, individuals can communicate more effectively with their colleagues and clients, build stronger relationships, and create a more inclusive workplace culture (CIPD, 2020).

Strategies for Developing EI Skills

Developing EI skills requires practice and commitment, and UK-based studies have shown that engaging in active listening and seeking out diverse perspectives can be effective strategies (CIPD, 2020; Deery, Jago, & Stewart, 2019).

• Active listening involves paying attention to both verbal and nonverbal cues, and reflecting back what you hear to ensure that you understand the other person's perspective (CIPD, 2020).
• Seeking out diverse perspectives can also help to broaden your understanding of different experiences and viewpoints, and to challenge your own assumptions and biases (Deery, Jago, & Stewart, 2019).
• Reflecting on your own emotions and reactions to situations can also be helpful, as it allows you to better understand your own triggers and biases, and to respond more effectively in challenging situations (CIPD, 2020).
• Finally, UK-based organisations can provide EI training programs to employees, which can help to build a shared language and understanding around EI and antiracism (CIPD, 2020).

Conclusion

EI is a critical component of antiracism, and can help individuals to recognise their own biases, communicate more effectively with people from diverse backgrounds, and build stronger relationships. By developing these skills, organisations can create a more inclusive and equitable workplace culture. To build these skills, individuals can engage in active listening, seek out diverse perspectives, reflect on their own emotions and reactions, and participate in EI training programs. By taking these steps, we can all play a role in promoting antiracism in the workplace and beyond.

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References:

Chartered Institute of Personnel and Development (CIPD). (2020). Diversity and Inclusion at Work. Retrieved from https://www.cipd.co.uk/knowledge/culture/diversity

Deery, S., Jago, L., & Stewart, J. (2019). Understanding and promoting emotional intelligence in the workplace. Journal of Applied Behavioral Science, 55(3), 295-315.

Goleman, D. (1995). Emotional Intelligence: Why it Can Matter More Than IQ. New York: Bantam Books.

Hargons, C., Woody, W., & Boyd, C. (2020). Navigating difficult conversations: The role of emotion in promoting antiracist attitudes and behaviors. Cultural Diversity and Ethnic Minority Psychology, 26(3), 316-324.

Mikolajczak, M., Gross, J. J., Lane, A., & Corneille, O. (2019). Developing emotional intelligence: An action plan. Current Opinion in Psychology, 28, 48-52.

Salami, I., & Tull, M. T. (2020). Racism, anxiety, and emotions during COVID-19. Journal of Racial and Ethnic Health Disparities, 7(5), 786-792.