SAVING GRACE: My Woke Employees Tried to Cancel Me. Here’s How I Fought Back and Saved My Nonprofit.

It is by no means a fair fight. Your opponents will cry foul no matter your speech or behavior. Claims of “harm” will be made simply on account of certain ideas being brought into the conversation or sacrosanct commitments of critical social justice being challenged.

This is why you must be “above reproach.” Let your interlocutors know you will be recording all organizational conversations. Insist that terms be defined clearly from mutually agreed upon authoritative sources or fruitful engagement will be impossible.

On that last point, definition of organizational terms was a key component of our success. The first term I worked to define was “psychological safety.”

This was a necessary first step because even challenging some of our staff’s ideas was seen as “violence.” Being an organization dedicated to addressing trauma, we were shocked that words like “causing harm” and “unsafe” were used liberally by the clinically trained individuals on our program staff to describe conversations about ideas (a sad result of their education in psychology through a critical theory lens).

Grace Daniel has provided a real public service with this piece. Read the whole thing.