Let’s Have the Conversation: A Heuristic Inquiry of Perspective Shifts from the Experience of the 100 Voices Conversation Method About Racial and Cultural Identity

Abstract

Organizations within the U.S. and globally experienced remarkable transformational changes during 2020. Social issues, systemic racism, and the pandemic contributed to these transformations and impacted organizational environments. These multiple and connected issues are emotionally charged, complex, and polarizing. Finding methods that give individuals and organizations tools to adapt to these changes, while maximizing diverse talent within organizations is critical. Discovering ways to learn and benefit from diverse employee experiences and differences could rebuild and shift company cultures and power structures (Ely & Thomas, 2020). Shepherding and guiding change for individuals, collectives, and organizations need approaches that go beyond developing familiar diversity programs and initiatives to guide possible shifts of perspective. For individuals and employees who have been left out of organizational and societal conversations, their talent and capabilities have been constricted within these settings.

The following qualitative research approach studied the experience of the 100 Voices conversation method, a guided conversation about racial and cultural identity. The 100 Voices guided model invited dialogue within online settings and crafted a conversation to help people see themselves and others in compelling ways. Looking back to possible origins of beliefs and the environments in which the beliefs about racial identity emerged, stories of self were reimagined and showed connections between thinking and actions, to encourage a reframe of perspectives about race and value of differences. This exploration used a blend of heuristic inquiry and focus group sessions to discover the essence of the influence of the conversations on perspectives about racial and cultural identity, relating to self and others, and possible use within organizations, from 100 Voice participants and this researcher.

The invitational method of the 100 Voices conversation provided spaces to expand listening and connectedness for individuals. Moving beyond typical diversity initiatives is imperative to broaden the inclusion of diverse talents and the lived experiences of individuals to increase organizational adaptability and employee vitality. The research confirmed the effectiveness of the model to create opportunities to shift thinking regarding racial and cultural identity.

Further study would focus on whether perspective shifts of individuals could impact organizational environments beyond simple diversity inclusion.