This document provides guidance on how to check in with employees during challenging times in a thoughtful and considerate manner. It recommends approaching with authenticity and openness while recognizing the person may not be ready to engage. Sample check-in messages are provided that express care, acknowledge the person's experience will be individual, and offer support without assumptions. Leaders are advised to be vulnerable about what they don't know and ask questions rather than make assumptions. The tips suggest more personal forms of outreach sooner rather than later and reaching out individually before broader discussions.

1. 1. Approach with authenticity and
open the door for a conversation
2. Recognize the person may not
be ready to engage
3. You may not have the answers,
be honest about what you know
For many allies, approaching a
colleague during difficult times can
create anxiety, inducing thoughts on
whether you might be singling this
person out -- which in turn, could
further isolate them. It's okay to feel
this way.
The reality is the person you're
reaching out to is much morelikely to
appreciate your thoughtfulness and
may even feel relieved.
You could try something like: "Given
the recentevents, I really wanted to
check in and see how you're doing. I
don'tknow how this might be
impacting you, or whatit's bringing
up for you, butI wanted to reach out
and say I’m here if you'd like to talk"
Everyoneprocesses events attheir
own pace. You may reach out to
someonewho shares openly about
whatthey're feeling, or you may
encounter a colleague who's still
processing and doesn't know whatto
say or doesn’tfeel safeand/or ready
to say it.
As an ally, it can feel intuitive to vent
openly with your own thoughts to fill
the silence, but it's not always
necessarily productive.
In this situation, you could try
something as simple as: "My sense is
you mightneed some time and space
to processeverything that's
happening. Asan ally -- I know I do,
and I can't imagine whatit's like for
you. Just know thatmy door is
alwaysopen if you'd like to connect"
As leaders, many of us quickly dive into
solution mode when a colleague is in
pain. Here are a couple things you could
do during a conversationto help build
trust while creating space.
Be vulnerable and honest about what
you don't know: "I need to be honest --
I've heard about what’s happening, and
I'm still on my own journey in learning
more about the events themselves,
along with the history of the systems
and institutions which underly them. I
don't have any answers; but, I'm 100%
here for you and would be happy to
have your guidance on my personal
journey”
Don't make assumptions, ask questions
instead: "The last thing I want to do is
assume anything about where you are
emotionally with what's happened. I
wanted to start by simply asking, how
are you doing?"
Checking-in With Your Employees During Challenging Times

2. Additional Tips for
Navigating Difficult
Conversations
1 When reaching out, lean more on personal forms of
communication; text, phone calls, instantchats –
email as a last option
2 When considering when to reach out, sooner is better
than later, but sometime is better than never
3 Reach out to colleagues who may be impacted first on
an individual basis, then create the dialogue in a team
meeting where allies who may also be processing are
present. Create a safe space for everyone
4 It can be difficult to understand which events warrant
outreach, but when in doubt, don’t be afraid to check
in.

3. 1
Become a sponsor
to someone from a
marginalized group
Call out
inappropriate
behavior
2
Join an ERG and
become an active
member
3
4
Use inclusive
language
Prioritize diversity
recruiting
5
Recognize privilege
and use it to
amplify
underrepresented
voices
6
Allies Can Help
Create an Inclusive
Workplace Culture