In today’s diverse and dynamic work environment, maintaining respect and civility is crucial, especially when discussing sensitive topics. Below are some key points and best practices to ensure a respectful and civil workplace.
Understand Legal Protections and Responsibilities
Campus leadership has reiterated the university’s deep commitment to promoting freedom of expression in line with UC and campus policies. As a public university, UCLA is barred by the Constitution from prohibiting speech or other forms of expression based on the viewpoint of the speaker. Employees hold the right to freedom of speech under the First Amendment. In addition, as UC President Michael V. Drake emphasized in his message on October 2, “We are part of a truly vibrant community, home to a wide diversity of thought, identity, belief, and people. We recognize and indeed cherish our responsibility to honor our free speech traditions. We are resolute in our commitment to cultivating academic spaces of intellectual curiosity and moral courage.”
Best Practices for Civil Discussions
- Communicate Policies: Discussions and interactions should be respectful. University community members should “conduct themselves ethically, honestly, and with integrity in all dealings,” and conduct should align with UC and UCLA policies, including Regents Policy 1111: Statement of Ethical Values and Standards of Ethical Conduct, UCLA Principles of Community, and UCLA’s True Bruin Values. Not only what you say matters, but how you say it matters, too. Be mindful of tone, volume, body language, and other nonverbal forms of communication, and ensure behavior does not violate the UC Abusive Conduct in the Workplace Policy. Behavior, language, or gestures that frighten, humiliate, belittle, or degrade, including communication delivered with yelling, screaming, explicit or implicit threats, or insults may violate this policy.
- Encourage Open Dialogue: Foster an environment where employees feel comfortable expressing their opinions respectfully. Engage with one another with respect and empathy to allow understanding. As Interim Chancellor Darnell Hunt shared, “In a diverse community such as ours, part of our learning and growth comes from engagement with viewpoints we may not agree with or readily understand. While this may be uncomfortable, it is also what helps us deepen our thinking, weigh different approaches, and consider new ways of looking at an issue. Ultimately, it advances truth, knowledge, and understanding.”
- Lead by Example: Civility in the workplace is more than just politeness; it creates a safe and productive environment where everyone feels valued. According to the Society for Human Resources Management Civility Index, incivility is a significant issue, negatively impacting morale and productivity. Managers and leaders should model respectful behavior and address any instances of incivility promptly and fairly by reporting via the appropriate channels. These could include: management, Human Resources, Employee Relations, the Behavioral Intervention Team (BIT), UCLA’s Compliance Office, and others.
- Empower employees to draw and enforce their own boundaries. You cannot have an open conversation if a party is uncomfortable. Encourage workers to check in with a colleague’s comfort levels before launching into a potentially sensitive topic. Educate and empower team members to conclude uncomfortable conversations in a constructive way (more below).
Handling Disagreements
When issues arise, it’s essential to handle disagreements constructively:
- Listen Actively: Encourage active listening, where employees genuinely try to understand each other’s perspectives.
- Stay Calm & De-escalate, if Possible
- Know When and How to Remove Yourself from a Conversation: When a conversation becomes uncomfortable or unproductive, here are some steps team members can take to end a conversation respectfully:
1. Stay Calm: Take a deep breath and remain composed. This helps you communicate more effectively.
2. Be Direct but Polite: Clearly state that you need to end the conversation. For example, “I appreciate your perspective, but I think it’s best if we end this conversation for now.”
3. Set Boundaries: If the topic is particularly sensitive, you can say, “I don’t feel comfortable discussing this topic.”
4. Suggest a Pause: Propose pausing and revisiting the conversation later, if desired. “Let’s take a break and come back to this when we’re both feeling calmer.”
5. Redirect the Conversation: If possible, steer the conversation to a neutral topic. “Let’s talk about something else. How was your weekend?”
6. Excuse Yourself: If the situation doesn’t improve, excuse yourself politely. “I need to step away for a moment. Let’s continue this later.”
Remember, it’s okay to prioritize your own emotional health. If you need further support, don’t hesitate to reach out to your direct supervisor or manager, as well as the Staff & Faculty Counseling Center.
- Seek Mediation: If conflicts persist, consider mediation by a neutral party, such as the Ombuds Office or Employee Relations to facilitate a resolution.
In the words of UC President Michael V. Drake: “As we move forward, let us strive to be our best selves. We can listen and learn from others even if we are not convinced by their arguments. We can disagree without resorting to harsh or disrespectful rhetoric. And we can continue to pursue our common aspirations — including working together to help create and model a society that is built on the tenets of inclusion and mutual respect.”
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