Racial Healing and Inclusion at Work

Andre Koen

When we talk about diversity, equity, and inclusion—or DEI—we often picture trainings, hiring metrics, or updated policies. You know, structural things that help create a framework for equity.

Eric Marquette

Right, like the checklist stuff companies do to show they're on board with inclusivity.

Andre Koen

Exactly. And those steps are crucial—they lay the groundwork for inclusive environments. But here’s the thing—DEI on its own doesn’t automatically create connection, trust, or safety. That’s where the concept of racial healing comes into play.

Eric Marquette

So how’s racial healing different?

Andre Koen

Great question. While DEI focuses on structural changes—essentially, the "what" of equity—racial healing focuses on the "how." It’s about relationships, emotions, and understanding how we show up in these spaces beyond just policies. For example, a workplace can have a perfectly diverse team on paper but still lack psychological safety.

Eric Marquette

Psychological safety, meaning...?

Andre Koen

It refers to an environment where people feel secure enough to be themselves—to share their stories, take risks, and trust that they won’t face retaliation or judgment. Racial healing nurtures that safety by going beyond representation to focus on valuing everyone’s lived experiences.

Eric Marquette

Okay, but how do you even start creating that kind of environment? I mean, doesn't it get... tough, like uncomfortable for people?

Andre Koen

It does, and that discomfort is key. Too often, people want to avoid uncomfortable conversations about race—a kind of "if we don’t talk about it, maybe it’ll just go away" mentality. But here’s the truth: discomfort is where growth lives. When we address those emotions—when we lean into them, as we say—we begin to collectively heal.

Eric Marquette

So it’s basically about getting comfortable with uncomfortable feelings?

Andre Koen

Yes and no. It’s not just about enduring discomfort. It’s about using it as a signal—a tool to explore deeper truths about how race impacts our lives and workplaces. That’s how we move from surface-level inclusion to something more meaningful.

Eric Marquette

Alright. So where does the City of Minneapolis’s Racial Healing Workbook come in here?

Andre Koen

The workbook offers practical tools to guide these discussions. It helps teams and individuals examine their experiences in a structured, safe way. For example, it encourages leaders to ask not just, "Are we inclusive on paper?" but also, "Does everyone here feel they truly belong?" It’s about shifting from compliance to connection.

Eric Marquette

And belonging—that’s really the goal, right?

Andre Koen

Exactly. It’s about cultivating spaces where everyone—not just some—can show up fully. And that takes ongoing effort, both at a personal and community level. It’s not a one-and-done process.

Eric Marquette

You know, it’s interesting—but here’s something I’ve heard people say: won’t diving into conversations about race actually make things worse? Like, could it end up dividing people instead of bringing them together?

Andre Koen

You hear that a lot, especially when people feel uncomfortable discussing race. But here’s the thing—avoiding it doesn’t make the problem go away. If anything, silence often deepens misunderstanding and mistrust.

Eric Marquette

Okay, give me an example of that.

Andre Koen

Let’s say there’s tension in a workplace. Maybe some people feel unheard, or certain groups feel excluded from opportunities. If leaders avoid addressing race in those situations, that tension doesn’t magically resolve—it lingers. What happens then is that unspoken issues fester, eventually eroding trust and engagement.

Eric Marquette

So avoiding it basically keeps the problem alive.

Andre Koen

Exactly. And historically, race was constructed as a way to categorize and sort people—to justify systemic inequalities like slavery, segregation, and even modern housing or education gaps. Those constructs were human-made, but their impacts are still very real today.

Eric Marquette

But race isn’t even real biologically, right? So why does it carry so much weight?

Andre Koen

Right, race is a social construct—it has no scientific basis. But socially? It shapes everything. From who gets mentored to whose voice carries weight in meetings, race influences dynamics in ways people might not even realize. That’s why pretending it doesn’t matter isn’t an option—it clearly does.

Eric Marquette

And talking about it helps... how, exactly?

Andre Koen

When we talk about race, we create room for understanding. Take this insight from the City’s Racial Healing Workbook: centering race isn’t about dividing people—it’s about addressing how different groups experience the same spaces differently. For example, noticing who feels safe enough to speak up, or who’s constantly having to prove their competence. Understanding those differences helps us address them.

Eric Marquette

So it’s like... moving from assumptions to actually understanding.

Andre Koen

Exactly. And it’s not about assigning blame—it’s about acknowledging realities and shared responsibility. Instead of asking, "Why can’t we just move on?" we ask, "What do we need to address so we all move forward together?" That shift is what makes dialogue productive, not destructive.

Eric Marquette

Makes sense. But when you’re having these talks, how do you keep them from blowing up? Like, let’s say things start getting heated—what then?

Andre Koen

You approach these conversations with curiosity and humility. One great strategy is using "I" statements. For instance, say, "I noticed this," or, "I wonder if this is how it felt," instead of pointing fingers. And listening fully—without debating—helps, too. Sometimes people just need to feel heard before real dialogue can happen.

Eric Marquette

And that opens the door for actual understanding.

Andre Koen

Exactly. That’s how we start breaking down barriers—not by arguing, but by building trust. And trust is the foundation for any inclusive workplace.

Eric Marquette

So if building trust is key to breaking down barriers, what does that look like in practice? Specifically, what actionable steps can workplaces take to make racial healing a reality?

Andre Koen

The key is to start small but think big. Racial healing isn’t about one-time workshops or perfect solutions—it’s a continuous process. One effective step is creating structured spaces for dialogue. For example, holding listening sessions where everyone can share their experiences without fear of judgment.

Eric Marquette

Okay, but I gotta ask—how do you make sure those spaces are, you know, really safe?

Andre Koen

Great question. Safety comes from setting clear ground rules. Things like active listening, respecting confidentiality, and using “I” statements. But it’s also about leadership. Leaders need to model vulnerability by sharing their own stories and reflections. That makes it easier for others to open up.

Eric Marquette

Right, so leaders kinda set the tone.

Andre Koen

Exactly. And healing looks different depending on where someone starts. For people of color, it might mean reclaiming their identity or finding spaces for cultural affirmation. For White individuals, it’s about acknowledging privilege—not with guilt, but as a step toward accountability.

Eric Marquette

So everyone’s path looks different, but the destination is shared? That’s the idea?

Andre Koen

That’s exactly it. I mean, look at initiatives like what we’re doing here in the City of Minneapolis. By using tools like the Racial Healing Workbook, we’re encouraging teams to move beyond surface-level DEI and focus on real belonging. And it works! Organizations that implement these strategies see increased engagement, trust, and even innovation.

Eric Marquette

Got it. Do you have, like, a specific example of something that’s worked?

Andre Koen

Sure. One example is creating mentorship programs specifically aimed at underrepresented employees. But here’s the twist—we don’t just pair people for optics. Mentors also go through equity training to better understand the systemic challenges their mentees face. That way, the support is both genuine and effective.

Eric Marquette

Oh, that’s smart. So it’s not just about programs existing—it’s how they’re designed.

Andre Koen

Exactly. And remember, none of this happens overnight. Healing, whether personal or institutional, takes time. But every small step—every honest conversation or thoughtful policy change—makes a difference.

Eric Marquette

So, for someone listening right now, what’s your advice? Like, where do they start?

Andre Koen

Start with yourself. Reflect on how race has shaped your experiences and assumptions. Then, take that reflection into your workplace. Notice whose voices are being heard and whose aren’t—and act on it. Ask questions. Listen deeply. And don’t be afraid of making mistakes. Healing happens through action, not perfection.

Eric Marquette

I like that—action over perfection. Makes it feel doable, you know?

Andre Koen

It is doable. And the beauty of this work is that every effort adds up. When workplaces commit to racial healing, they create environments where everyone—not just a select few—feels valued and empowered. That’s what inclusive leadership looks like.

Eric Marquette

And it’s something we can all be part of, right?

Andre Koen

Absolutely. Whether you’re an individual contributor or a leader, you have a role in moving this forward. Together, piece by piece, we create workplaces that aren’t just diverse or inclusive on the surface—they’re spaces where people truly belong.

Eric Marquette

On that note, I think we’re wrapping up. Any final thoughts, Andre?

Andre Koen

Just this: racial healing isn’t about being perfect. It’s about showing up, staying curious, and committing to the journey. So keep asking questions, keep listening, and keep building something better. Together, we can do this.

Eric Marquette

And that’s all for this episode. Thanks for joining us, and remember: the work starts with us. See you next time!