Make space for addressing interpersonal dynamics

By creating intentional time and space for checkpoints, leaders can work with educators to help resolve issues.

Increased isolation and more constrained interactions within remote work environments can exacerbate some of the negative aspects of white supremacy culture – especially defensiveness, a fear of open conflict, and a right to comfort. Embracing conflict ensures issues are resolved, particularly for those with less power and privilege.

Use this in order to…

• Create space for addressing interpersonal dynamics and convey that differences are expected.

• Support a diverse team of educators in effectively working together in a way that values different perspectives and emphasizes collaboration in pursuit of stronger teaching and learning.

• Strengthen relationships even in the midst of conflict.

“Conflict is a normal part of human interaction. The goal is to normalize it by making regular times to address it.” – Rachel Scott, NYCLA

Key Components

• Make time to reflect and address tensions within work plans and timelines so that a sense of urgency and pressures to conserve time don’t become excuses to avoid conflict.

• Focus on issues, not individuals; “remind yourself and others to not take everything personally.” (Okun)

• To prevent defensiveness, consider framing these checkpoints as opportunities to learn and get better; “discomfort is at the root of all growth and learning.” (Okun)

Considerations for Remote Implementation

• Build the right forum and choose participants intentionally to ensure a balance of perspectives.

• Name an issue right away that is not easy to pass by or ignore in a remote work setting, and proactively name what could come up in an effort to begin understanding deeper, root issues and begin to collaboratively problem-solve, honoring the voices of all those impacted by an issue.

The Remote DEI Collective was a collaborative group led by The Learning Accelerator (TLA), and brought together participants from remote organizations to address the challenges of advancing diversity, equity, and inclusion (DEI) in remote environments. This strategy has been adapted from the Remote DEI Collective’s toolkit, which was built to offer resources to improve remote culture and practices, in order to better suit leaders and educators working for schools that offer virtual and hybrid learning options to students.