They've Got Stories to Tell: The Power of Storytelling in DEI

With Practical Tools for Facilitators

Stories are the lifeblood of human connection. Since the earliest days of civilization, people have used storytelling to communicate values, share experiences, and make sense of the world around them. In today’s complex social and organizational landscapes, the stories we tell—and how we tell them—carry immense power in shaping our relationships, understanding, and commitment to inclusion, equity, and diversity.

Storytelling as a Bridge of Empathy

At the heart of diversity, equity, and inclusion (DEI) efforts lies a fundamental goal: to foster empathy and understanding among people from diverse backgrounds. Stories are one of the most effective ways to build this bridge. When someone shares their personal narrative, especially one that may challenge our assumptions or introduce us to unfamiliar perspectives, it opens a door to empathy. It is through this intimate act of listening that we begin to understand what it means to walk in someone else’s shoes.

This is particularly true in spaces where power and privilege shape access and opportunity. Those whose voices have historically been silenced or marginalized—whether due to race, gender, sexuality, ability, or other factors—have stories that need to be told. These stories shine a light on the inequities that persist in systems and structures, making them visible and undeniable. In organizations, for instance, stories shared in DEI sessions can help teams break down barriers of misunderstanding, fostering not just awareness, but also actionable commitment to change.

Narratives Shape Perceptions

The stories we tell also shape the ways we perceive and interact with the world. Dominant narratives about success, leadership, and opportunity often fail to reflect the rich diversity of human experience. They tend to center specific, often privileged, perspectives while sidelining others. By consciously widening the lens of storytelling to include underrepresented voices, organizations and societies can reframe the stories they tell about who belongs, who leads, and who matters.

For example, an organization that highlights the achievements of women of color, or that shares the journey of an employee with a disability, creates a culture where diverse experiences are valued and seen as central to the organization’s success. Storytelling in this way disrupts the status quo, helping people to see equity as not just an abstract principle but as something that is real, tangible, and deeply connected to human experience.

The Impact of Storytelling on Organizational Culture

Inclusion is not simply about having diverse bodies in the room; it is about making sure everyone feels they belong and that their stories matter. How stories are shared in organizations can have a direct impact on whether people feel seen and heard. It is not enough to invite people to the table if their stories are silenced or diminished once they arrive. Organizational leaders must create spaces where storytelling is encouraged, valued, and integrated into the fabric of daily work.

Leaders who champion DEI initiatives can foster a culture of inclusion by modeling vulnerability and openness in their storytelling. When leaders share their own personal experiences with inclusion or exclusion, they signal to others that storytelling is not only welcome but critical for collective growth. These stories, when told with authenticity, can inspire others to reflect on their own journeys, leading to more honest conversations about equity and diversity.

Storytelling as a Tool for Commitment and Change

Telling and hearing stories builds commitment. When people are moved by the stories of others—whether stories of triumph over adversity or of inequities that persist—they are more likely to commit to action. Storytelling makes abstract concepts like equity and inclusion real and urgent. It moves them from the intellectual realm into the emotional, where lasting commitment is born.

In DEI work, storytelling can be a powerful tool for creating momentum toward change. Personal narratives of exclusion, racism, bias, or discrimination can illuminate blind spots, helping organizations to identify gaps in their policies and practices. Moreover, stories of success and progress in building inclusive environments can serve as beacons, showing others what is possible when equity and diversity are prioritized.

Rewriting the Future Through Stories

The future of inclusion, equity, and diversity is unwritten. But it will be shaped by the stories we tell today. We must ask ourselves: Whose stories are being told? Whose stories are missing? And how can we ensure that the stories we tell create space for all voices, especially those that have been silenced for too long?

By centering storytelling in our DEI efforts, we acknowledge that each person has a unique story that contributes to the collective understanding of who we are as a society and as organizations. When we listen, share, and learn from these stories, we foster an environment where inclusion is not just an initiative, but a lived reality.

Ultimately, the stories we tell—and how we tell them—hold the power to deepen our relationships, broaden our understanding, and strengthen our commitment to building a more inclusive and equitable world.

Facilitator’s Guide: Tools and Tips for Maximizing the Power of Storytelling

Facilitators play a crucial role in creating environments where stories can be told authentically and heard with deep impact. Below are some practical tools and tips for helping participants understand the power of storytelling and how to maximize its effectiveness in DEI work.

1. Create a Safe Space

   • What it means: Ensure that participants feel emotionally safe to share personal experiences without fear of judgment or backlash.

   • How to do it: Establish ground rules for confidentiality, mutual respect, and active listening. Remind participants that each person’s story is their truth, and it deserves to be heard.

   • Tip: Begin with an icebreaker that allows participants to share a small personal fact, building comfort in speaking and listening to each other.

2. Encourage Vulnerability

   • What it means: Authentic stories often require individuals to be vulnerable, sharing parts of themselves that may be uncomfortable or deeply personal.

   • How to do it: As a facilitator, model vulnerability by sharing your own story first. This sets the tone and gives participants permission to be open.

   • Tip: Normalize emotions. Let participants know that storytelling can bring up feelings, and that’s okay. Have tissues available and acknowledge emotional responses with empathy.

3. Use Storytelling Prompts

   • What it means: Sometimes participants need a nudge to start sharing their stories.

   • How to do it: Offer prompts such as “Share a time when you felt like you didn’t belong,” or “Tell us about a moment when you learned something powerful from someone different from you.”

   • Tip: Start with general prompts and progressively move toward more personal and specific topics as the group’s trust builds.

4. Practice Active Listening

   • What it means: Listening is just as important as storytelling. Participants need to feel heard and understood.

   • How to do it: Teach the group techniques for active listening, such as nodding, maintaining eye contact, and refraining from interrupting. Have listeners summarize or reflect back key points of what they heard after each story.

   • Tip: Introduce a “listening circle” format, where each person speaks uninterrupted, and others listen without response until everyone has shared.

5. Highlight Commonalities and Differences

   • What it means: One of the most powerful aspects of storytelling in DEI is realizing both the shared experiences and the distinct perspectives within the group.

   • How to do it: After a few stories are shared, facilitate a discussion that explores the common threads and unique differences in the stories. Ask, “What did you notice that was similar?” and “What stood out as different?”

   • Tip: Use a visual tool, such as a Venn diagram, to map out these commonalities and differences.

6. Guide Participants Toward Reflection

   • What it means: Stories resonate when participants take time to reflect on what they’ve heard and how it changes their thinking.

   • How to do it: After a storytelling session, ask participants to write down or discuss how the stories have impacted their understanding of equity, inclusion, and diversity.

   • Tip: Use reflective questions such as, “What did you learn from hearing these stories?” or “How might these stories influence your behavior in the future?”

7. Incorporate Follow-Up Actions

   • What it means: Storytelling should lead to actionable change, whether on a personal or organizational level.

   • How to do it: At the end of the session, ask participants to identify one action they will take based on what they’ve heard. This could be a change in behavior, an advocacy step, or a commitment to sharing their own story in a new way.

   • Tip: Follow up with participants after the session to check in on how their actions are unfolding.

8. Acknowledge the Power of Silence

   • What it means: Silence is a part of storytelling. Sometimes, participants need time to process what they’ve heard or said.

   • How to do it: As a facilitator, be comfortable with moments of silence after a story is shared. It can be powerful for reflection and emotional processing.

   • Tip: After a poignant story, allow a few moments of quiet before moving on, giving participants time to sit with the impact of what they’ve just heard.