Transforming the Workplace Culture at a Defender Organization: A Journey of Emotional Intelligence and Bias Awareness

In the demanding world of public defense, where social workers and attorneys tirelessly
advocate for marginalized populations, the importance of emotional intelligence in the workplace
combined with a supportive environment cannot be overstated. Over the years, my work with
various organizations has been driven by a passion for fostering environments where
employees feel safe, valued, and connected—not only to each other but also to their clients.
One of the most impactful projects I’ve undertaken was with a public defender organization in an
urban area, where I provided coaching and led a comprehensive 3-day training focused on
emotional safety, bias awareness, and emotional intelligence in the workplace.

My Expertise: Bridging Emotional Intelligence and Workplace Dynamics

As a clinical mental health therapist and consultant, my expertise lies in creating transformative
experiences that delve into the roots of emotional and psychological barriers within professional
environments. My approach integrates deep therapeutic principles with practical, actionable
strategies designed to transform workplace culture. In the context of public defense, where the
stakes are incredibly high, this approach is crucial for fostering a team that is both resilient and
empathetic.

The goal of my training was twofold: to create emotional safety for open discussions about bias
and race and to implement emotional intelligence strategies that would enhance workplace
connections and client relations. Through years of experience, I’ve learned that addressing
these issues head-on, with a focus on human connection, is key to creating lasting change in
any organization.

Addressing Critical Issues: Coaching and the 3-Day Training

I identified several critical issues that were impacting the workplace dynamics:

1. Microaggressions: Non-Black staff members were unintentionally perpetrating
   microaggressions against their Black colleagues, creating a hostile and uncomfortable
   environment.
2. LGBTQ+ Inclusion: There were significant challenges in appropriately using pronouns
   and fostering an inclusive environment for LGBTQ+ employees.
3. Trivialization and Disrespect: The experiences of clients were often trivialized, with a
   simultaneous lack of respect for the lived experiences of co-workers, particularly those
   from marginalized backgrounds.
4. Perceptions of Aggression: Black employees frequently reported being viewed as
   aggressive or attacking when raising concerns, which led to a culture of fear and silence.
5. Resource Disparities: Black employees often met resistance when accessing
   resources, revealing hidden biases within the organizational structure.
6. Fear of Retaliation: Employees’ pervasive fear of retaliation existed, particularly when
   addressing sensitive issues related to race and equity.
7. Disappointment in Leadership: There was a palpable disappointment in the
   organization’s leadership, particularly in how they handled issues related to race and
   bias.
   
   Positive Outcomes: A Transformed Workplace and Stronger Defender
   Community
   
   The results of this intensive coaching and emotional intelligence training were profound. The
   workplace became a safer space where all employees, regardless of background, felt heard and
   valued.
   
   Specific outcomes included:
   ● Reduced Microaggressions: Employees became more aware of their behaviors and
   how they could impact others, leading to a noticeable reduction in microaggressions.
   ● Improved LGBTQ+ Inclusion: There was a marked improvement in the use of correct
   pronouns and a greater understanding of the importance of LGBTQ+ inclusivity.
   ● Greater Respect for Client and Colleague Experiences: The culture of trivializing
   experiences began to shift, and employees showed greater empathy and respect for
   clients and colleagues.
   ● Empowerment of Black Employees: Black employees felt more empowered to speak
   up without fear of being labeled as aggressive, and the resistance they faced when
   accessing resources was significantly reduced.
   ● Increased Trust in Leadership: Equipped with new tools and insights, the leadership
   team began to take more proactive steps in addressing the concerns of their employees,
   leading to renewed trust and confidence in their guidance.
   
   The positive changes within the organization not only improved the work environment but also
   enhanced the quality of advocacy provided to clients. By fostering a team that was more
   connected, empathetic, and emotionally intelligent, the organization was better equipped to
   serve its mission of justice and equity.
   
   Conclusion: A Lasting Impact
   
   My work with this defender organization is a testament to the power of addressing deep-seated
   issues with a combination of emotional intelligence and practical training. By creating spaces
   where employees feel safe, respected, and connected, we can not only transform workplaces
   but also the communities they serve. The success of this project continues to inspire my work as
   I strive to help other organizations achieve similar outcomes, ensuring that every employee
   feels empowered to contribute their best to their vital work.
   This experience reinforces my belief that when we invest in the emotional and psychological
   well-being of our teams, we create ripple effects that extend far beyond the walls of the
   workplace, impacting the broader community in meaningful and lasting ways.
   
   Ce Anderson, MS, LPC-S, NCC is a licensed and nationally certified clinical therapist and trauma recovery expert. She is the author of Love T.A.P.S.: Red-Flags of an Abuser & How to Get Out & The Strong Woman’s Guide to Her Soft Era. For booking and more information, visit her at www.ceandersonlive.com, or Instagram.