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www.canadianlawyermag.com 13 benefits, particularly in our innovation efforts, as people have come together to build on one another's ideas, experiences and capabilities. But it can be hard work. Ensuring discourse does not quickly and irreversibly turn to discord when different views are introduced, requires each of us to work outside our own comfort zone and accept and embrace the views of others. Tension and discomfort are the hallmarks of a productive group, where diverse views are aired and ex- amined and brought together to shape some- thing new. When formerly sacred ways of doing things are questioned — perhaps for the first time in an organization's history — and when ideas are challenged, our first inclination may be to defend those sacred ways for fear that the in- ability to continue to support them will leave us looking foolish for having stuck with them for so long. This alone can create tension that can be perceived as conflict. Even when someone asks "why" — simply to understand rather than to challenge — the potential for misunderstand- ing rather than learning emerges. Many shy away from conflict, and the presence of diver- sity within the group can exacerbate this ten- dency where there is uncertainty about how different genders and cultures may express and handle conflict. It is a natural reaction, and we have to challenge ourselves to ensure that con- flict can be seen as a positive condition. We also must consider that people are gen- erally resistant to change, particularly in a work environment where routine is comfort- able and less risky. Suggesting new approach- es is not always welcome; and presenting and dissecting new ideas takes courage. Given the many risks involved with just staying afloat in a competitive world, it is no wonder many organizations are reluctant to invite the com- plexity, uncertainty and tension that come with greater diversity and inclusion. However, in our disruptive world, where innovation has become an absolute necessity, resisting change is not an option. Learning to harness the tension into pro- ductive energy by actively listening and com- municating to reduce misunderstanding and create safe places for constructive conflict are essential. Leaders must set the tone through words and actions, impressing on everyone how critical diversity and inclusion are to suc- cess, establishing inclusion and diversity as a pillar of their business strategy, and drawing a clear line to support implementation. As Dentons' partner, Global Client Development, Kate Broer leads the firm's client listening program and works with Dentons' clients on inclusion and diversity as integral to an effective innovation strategy. Subscribe and you'll receive 10 issues with your one-year subscription Each issue of Canadian Lawyer is packed with unbiased in-depth case analyses, valuable strategies, expert insights, and a wealth of information that will allow readers to prepare for cases and effectively manage their practice. The integration of compelling features and columns convey unique perspectives to legal professionals that are both fun and entertaining, which is why Canadian Lawyer is the premier publication for covering the Canadian legal landscape. Learn more and subscribe at www.canadianlawyermag.com Ea in-de and a The uniq and e p THE LEADING RESOURCE FOR CANADA'S LEGAL PROFESSIONALS opment, ing ts