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Understanding and Acting on Microaggressions?
Greer Campbell • May 3, 2022
What are Microaggressions?
- Microaggressions are actions of bias, discrimination that lead to exclusion.
- Microassaults are the most overt form of microaggressions which show up in the form of slights and insults that can be verbal or behavioral
- Microinsults assert prejudice stereotypes making presumptions about an individual’s intelligence, morality, or belonging
- Microinvalidations are comments that deny or invalidate the lived experience of a marginalized group
Ref: https://www.medicalnewstoday.com/articles/microaggressions-how-and-why-do-they-impact-health
What are examples of microaggressions?
To highlight a few:
- Comments to people of color like “You’re so articulate” “You’re incredibly intimidating”
- “Can I touch your Hair?”
- “How can I get these perks?” Speaking to a person with a disability
- Assuming people of color are lower-level employees, not CEOs
- “She’s aggressive” when a woman of color is being assertive or confident
- Imitating people’s accents
The list goes on.
What Can I Do to Acknowledge and Stop Microaggressions in my Office?
Diminishing microaggressions in the workplace starts with accountability, responsibility, and education. It is not a person of color or those that are experiencing the microaggressions constant responsibility to defend themselves. It begins with leadership.
- Make yourself aware of what microaggressions are and how they show up
- Educate your team
- If you hear something, say something
- Be an advocate for EVERYONE on your team
- Engage training organizations like our partner REACH to provide in depth education on creating an equitable and inclusive environment
What are the Impacts of Microaggressions?
Mental:
- Increased levels of stress
- Lack of sleep due to imbalance of mental function
- Violent outbursts
- Decrease in Confidence
Physical:
- High blood pressure
- Cardiovascular disease
- Hypertension
- Higher engagement of unhealthy behaviors (smoking, drinking, etc)
Diminishing a person’s sense of belonging at an organization leads to a decline of productivity because of the lack of inclusion. It is a company’s responsibility to understand microaggressions, educate their staff, and hold their team accountable on inclusive language and practices.
As the New Year kicks off, leaders are invited to take time to redefine aspirations for personal and professional growth. Goal setting as a leader helps to push forth an environment of accountability and ambition within teams. By embracing SMART goals ( S pecific M easurable A chievable R elevant T ime-bound) leaders provide strategy and achievable goals that resonate with evolving demands of 2025. If you are finding yourself drawing a blank in beginning the stages of goal setting for 2025, see below for a guide and items to consider adding to your spread: Begin by reflecting on the past year. What went well? What challenges arose? What needs to be discontinued? Identifying achievements and problem areas from the previous year can help in defining where to focus in the new year. This reflective process lays the groundwork for future successes. Connect with different teams and lead discussions to gain all perspectives of previous work, with a clear understanding of past performance and data. Engage your Team. When charting the course for the company’s future, engaging the team in thoughtful dialogue to gather invaluable feedback about ongoing projects and programs helps leaders understand not only what has fueled the organization’s successes, but also what challenges remain. True growth stems not only from pursuing high targets, but also from embracing diverse perspectives and insights from your team. Set Accountability Measures. Once your goals are set, it’s imperative to continue check ins and maintain accountability throughout the year. Scheduling 360 reviews with your teams s not just a procedural obligation, but an essential practice to ensure everyone feels encouraged to receive and give feedback and gain valuable insights that can shape the professional development of the team. Moreover, continuing the refinement of established goals is vital for maintaining focus and direction. As your team engages in regular discussions about their objectives, it facilitates a dynamic process of assessment and adjustment. This ongoing refinement not only ensures that everyone remains aligned with the overall vision but also fosters individual accountability, making each team member a crucial part of the larger mission. Continue your Leadership Education and Professional Development. Continued education is at the forefront for continued success of your individual position and company. Sharpen your leadership skills and ensure you’re up to date on how to effectively lead your team with online or in person programs. Diverse Talent’s DT University is a virtual, 6-session course focused on refining leadership qualities and skills. Meet with a mentor each week and learn through facilitated conversations and workshops to enhance your leadership abilities. For more information, contact us at DT@diverse-talent.com , or visit our website at www.diverse-talent.com .
The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?
