Table 2 The seven recommendations

1. Be attentive to (your) feelings

 Differences can lead to emotions and feelings, for instance uneasiness. These tell you what you want, need and what is important to you. By being aware of and addressing your feelings, you can learn more about yourself and each other, also in a professional context. If you are honest and dare to be vulnerable, then others may also do so. Especially if you have a position in which you can set an example, for instance as a manager. Ask yourself: How do I feel in this situation? Why do I feel this way? How does the other person feel?

2. Start with yourself. Recognise and test your own judgements

 Dealing with moral challenges related to diversity well starts with yourself. Everybody has assumptions and prejudices. These are often related to your background, for instance how you grew up. At work you are also not neutral. For a good conversation it is important to be aware of this. Ask yourself: What do I think about this? Where does my perspective come from? And are my assumptions actually true?

3. Show earnest curiosity

 Not all people with the same cultural background or sexuality and gender identity are the same. Don’t categorise people. You don’t know what the other person really thinks or feels if you don’t ask them. Be curious. However, also be patient and listen actively. Ask yourself: what don’t I know yet? And ask the other person: what is important to you, and why? But be careful and respect personal boundaries. Not everybody wants to discuss their sexuality with colleagues. Also pay attention to your own boundaries when you feel like someone else is trespassing them

4. Be respectful. Give the good example

 Although you may be different from someone else, all people are equal. You can show respect through the way you talk, your body language and by asking earnest questions. Treat the other like you want to be treated. If you have the feeling that someone is not treating you respectfully then make yourself known. Ask yourself and the other: are we respectful in the way we treat each other? And, if not: how can we change this?

5. Engage in dialogue, not in discussion!

 The goal of a good conversation about diversity is not to convince each other, but to understand each other better. The way you communicate is key. Be open to each other and accept differences. Try to put yourself in their shoes and listen. Accept that the outcome of a conversation can also be that you have different perspectives. Figure out together how you can take all perspectives into account in the way you provide good care

6. Support each other

 Offering and getting support can help with having difficult conversations about diversity. Support can mean different things. For instance, you can ask a colleague who speaks the native language of a patient to help you when providing care. Or, if you feel alone and isolated, you can ask a colleague you trust to support you before or during a difficult conversation with your team. Also offer support to others that need it. Ask yourself: who can help me in this situation, or whom can I help?

7. Ensure safety and trust

 (Psychological) safety and trust are important to have good conversations. Especially in situations where hierarchy or power differences play a role or when you are afraid of the reactions of others. Dare to speak out if you feel unsafe and watch out for each other. Ask yourself and each other: what can I/we do to ensure psychological safety in this conversation? What do we need so that we can really be open and vulnerable?