Insidious
Micro-Aggressions: Undermine Diversity Efforts
It
is heartening to know that diversity activities focused on recruitment to
achieve cultural, ethnic, age, gender and sexual diversity are blossoming in
most companies – large and small.
Yet
once those goals are achieved, it’s the “what comes next” that has hampered
corporations from keeping the talent they have worked so hard to recruit. The
inability to retain and grow good talent often can be attributed to “micro-aggressions” -- subtle
unconscious acts of prejudice and discrimination that are experienced daily by
people of diverse backgrounds.
A
micro-aggression is an unintended discrimination that is largely unconscious to
the perpetrator. Micro-aggressions are steeped in cultural stereotypes
frequently found in media or passed down from previous generations.
Examples
range from inquiring if someone speaks English based on his or her surname to
asking if a Muslim woman wears her Hijab to bed at night. My favorite is the
inquiry from my colleagues about my decision to purchase a home in an urban
neighborhood. Innocently, they asked “Is it safe?” These unconscious inquiries
hold the same effect as the more conscious macro-aggression -- intended
discrimination. However, micro-aggressions are much more difficult to
expose and ultimately combat.
Over
a period of days, months and years, these regular encounters build up to a
point where valuable employees throw in the towel and look for friendlier
places to take their skills and talents. A revolving door of highly
talented individuals can be a drain on resources and signal to others that this
is an unfriendly work environment.
So,
what’s the answer? The good news is there are solutions to avoiding
micro-aggressions in the workplace. First, recognize one’s unconscious bias.
Admitting that we all hold biases is the most challenging step, and there are
tools to help conquer that initial leap. Next, gain new communication skills
that aren’t steeped in questions about one’s differences. And once you’ve
gained those new skills spend time with your colleagues who are different than
you. A simple invitation to lunch or a walk to the café for a cup of
coffee can open up an easy free flowing conversation netting rich rewards.
Lastly, encourage your employers to provide diversity training for its
employees. As most companies require training to reduce sexual
harassment, the same benefits could be realized in creating a diverse,
inclusive work environment free of micro-aggressions.
Dr. Marcella “Marcy” De
Veaux is a Depth Psychologist offering training and workshops in rooting out
bias, cultural competency and diversity in the workplace.
