Creating Safe Spaces: How Workplaces Can Encourage Open Conversations About Race

Race is one of the most difficult conversations to have in the workplace. Many Black professionals hesitate to speak about their lived experiences due to fear of retaliation, discomfort, or skepticism about whether their voices will truly be heard. At the same time, leaders and colleagues often avoid these conversations due to uncertainty about how to approach them or concerns about saying the wrong thing.

But avoiding conversations about race does not eliminate racial inequities in the workplace. Silence can reinforce exclusion.

The importance of safe spaces for discussing race in Canada is rooted in history.

• The Brotherhood of Sleeping Car Porters (1940s-50s) was the first Black-led union in Canada, created because Black railway workers faced rampant discrimination and were paid lower wages than their white counterparts. They fought for fair wages and better working conditions, leading to landmark labour rights victories​.

• The Sir George Williams Affair (1969) was a pivotal moment in Canada’s civil rights history. Black Caribbean students at Sir George Williams University (now Concordia) protested racial bias in grading, occupying the school’s computer lab for weeks. The administration’s failure to address discrimination led to one of the largest student uprisings in Canadian history, which ended in violent police crackdowns and mass arrests​.

These events demonstrate that when institutions fail to address racial injustice, Black communities build their own spaces for advocacy and change. Today, workplaces must take responsibility for ensuring that discussions about race are not only encouraged but supported with policies, training, and leadership accountability.

Why Open Conversations About Race Matter

When workplaces provide space for discussions on race, they enable:

✅ Psychological safety – Employees feel seen, heard, and valued.
✅ A culture of learning – Teams become more aware of biases and systemic barriers.
✅ Better retention and engagement – Black professionals thrive in environments where they feel included and respected.

Historically, Black leaders in Canada have created their own safe spaces when institutions failed them:

• Carrie Best (1946) launched The Clarion, one of Canada’s first Black-owned newspapers, after experiencing racial segregation at a theatre in Nova Scotia. She used the platform to expose racial injustices and amplify Black voices​.

• Burnley “Rocky” Jones (1967) co-founded the Black United Front of Nova Scotia and Kwacha House, spaces where Black Canadians could gather, discuss systemic racism, and organize for policy change​.

• The Sleeping Car Porters’ Union (1940s) was a safe space for Black railway workers fighting for labour rights and fair wages, leading to major anti-discrimination policies​.

Current Examples of Safe Spaces in Canada

The need for safe spaces has not disappeared. Today, Black Canadians continue to build networks to ensure meaningful discussions on race:

• The BlackNorth Initiative (2020) – A coalition of business leaders committed to ending anti-Black systemic racism in corporate Canada by setting racial equity targets and promoting Black representation in leadership.

• The Federation of Black Canadians (2017) – A national organization advocating for policies that improve economic security, criminal justice reform, and social well-being for Black Canadians.

• Employee Resource Groups (ERGs) at major companies – Many organizations have launched Black-focused ERGs, such as Black Employee Networks at Rogers Communications, TD, and Deloitte, to support career growth and racial equity conversations internally.

At Erin Davis Co., we help organizations move beyond performative efforts by providing tailored workshops and strategic guidance on how to create workplaces where discussions on race lead to action.

What prevents safe conversations about race in the workplace?

❌ Lack of leadership commitment to racial equity.
❌ Fear of making mistakes, leading to avoidance.
❌ Defensiveness when Black employees share experiences of discrimination.

How can organizations create a culture of open dialogue?

• Move beyond performative allyship. One-off diversity statements aren’t enough. Companies must embed anti-racism into their workplace culture year-round.

• Equip leaders to navigate these conversations. Many executives and managers fear discussing race because they lack education on the topic. Training on unconscious bias, microaggressions, and inclusive leadership is essential.

• Create structured dialogue spaces. Employee Resource Groups (ERGs) for Black employees should be supported with funding and leadership buy-in, not treated as side projects.

• Develop clear policies. Without clear guidelines, workplace conversations about race can become dismissive or harmful. Companies must implement strong anti-discrimination policies that outline protections for racialized employees.

At Erin Davis Co., we work with organizations to:
✔ Develop comprehensive anti-racism strategies that go beyond surface-level initiatives.
✔ Facilitate safe and brave spaces for dialogue that lead to policy and culture shifts.
✔ Train leaders and teams on inclusive leadership, unconscious bias, and intersectionality.

Practical Actions for Organizations & Individuals

✅ For Organizations:

• Establish regular forums for discussing race and workplace equity.

• Invest in anti-racism training for leadership and staff.

• Support Black-led initiatives within and beyond the workplace.

• Ensure psychological safety by implementing zero-tolerance policies for retaliation when employees speak up.

• Partner with experts in racial equity to guide conversations effectively.

✅ For Individuals:

• Educate yourself on Black history and systemic racism, without relying on Black colleagues to teach you.

• Actively listen when a colleague shares an experience of racism—don’t minimize or dismiss their reality.

• Speak up when you witness racial bias at work.

• Self-reflect on your own biases and assumptions.

Call to Action & Engagement

Is your workplace fostering an environment where employees feel safe discussing race? If not, now is the time to start. By prioritizing open conversations, organizations can move beyond performative inclusion and create real change.

📩 Want to learn how your company can facilitate meaningful discussions on race? Let’s talk—reach out at hello@erindavisco.ca to explore workshops and training that drive impact.

🎓 Want to deepen your understanding of Black Canadian history and anti-racism? We highly recommend the online course Black Canadians: History, Presence, and Anti-Racist Futures from the University of Alberta. This course provides essential historical and contemporary perspectives on Black experiences in Canada.