Or consider Stanford Law School’s associate dean for diversity, who tried to “de-escalate” student protests during a speech by conservative judge Kyle Duncan. The dean tried to placate the students, who were angered by the judge’s anti-LGBTQ+ views, while giving the judge the space to finish his talk. But her intervention led to a public furor due to a perception that she had prioritized students’ feelings over the judge’s right to free speech. She, too, was placed on leavE.

If these conversations stymie senior diversity, equity, and inclusion (DEI) professionals, what hope do ordinary leaders have? More than you might think.

We lead a research center at the New York University School of Law dedicated to issues of diversity, inclusion, and belonging. Together and separately, we’ve taught tens of thousands of individuals from all walks of life to have more meaningful and effective conversations across their differences. We focus our efforts on coaching people in positions of power because they have the greatest opportunity to transform the dynamics of these interactions — to foster empathy instead of provoking fear and division.

While the people we coach struggle with many types of identity conversations, disagreements are often the most agonizing. It’s relatively easy to participate in identity conversations when you and the other person are aligned. When you disagree, you’re likely to be flooded with angst and self-doubt. You might wonder: Am I as enlightened as I thought I was? Will people feel hurt or betrayed by me?

You might be tempted to respond to such angst by capitulating to whatever your conversation partner says. Yet that approach is often not desirable, because it compromises your dignity and authenticity. We believe it’s still possible to disagree on identity issues, even in today’s polarized and overheated political climate. The key is to do it respectfully.

Here’s how.