You're dealing with microaggressions at work. How can you foster a more inclusive culture during a shift?

Identify the root cause of micro- aggression is it a person,group or culture in general by using forums like 30 days check-in,quarterly 360* sessions Once identifies the cause involve respective stakeholders and communicate or confront such behavior. Communicate and set expectations on the behavior expected and provide constructive feedback. Train and sensitize on such behavior continuously via trainings,events,rewards or activities

Surely as with many things, prevention is better than cure. One of the biggest problems with workplace cultures is that team members don’t understand one another well enough. When we take the time to get to know one another at a deep level (think curiosity rather than prying) we develop greater empathy and compassion for what shapes us and how we show up. This then creates an environment of kinder behaviour and language towards one another. And that minimises micro-aggressions in the first place. So if you see the signs, ask yourself ‘what can I do more of to encourage understanding and connection within the team?’ Digging deeper will help with engagement and belonging in the long term

Recognizing the signs of micro-aggression are very important at work -place. Few important are as under: 1)Sometimes, colleagues tends to cross the boundaries and try to deep dive into personal lives of their co-workers. 2) Few people in name of funny , try mimicry of their colleagues , I have faced a situation in one of the organisation when of our ex colleague was very good at mimicry and used to mimic almost everyone ,after some time almost every one was agitated. 3) Sometimes , too much backbiting about any colleague and engaging in banter may backfire very badly. 4) Making fun of the name, caste ,creed, culture and religion of any colleague can also trigger aggression.

First, it’s crucial to recognize the signs of microaggressions. These can be subtle, like backhanded compliments, exclusionary jokes, or consistently mispronouncing someone’s name despite corrections. Training sessions can help staff identify what constitutes a microaggression and understand the impact these actions can have on colleagues. Recognising these signs is the first step in addressing and reducing their occurrence.

Experiencing microaggressions made me realize the power of speaking up constructively. Encourage open dialogue by sharing personal stories and listening to others' experiences. Advocate for diversity training and create safe spaces for honest conversations. Celebrate small acts of inclusion to build a culture of respect and understanding.

I find it helpful to ensure colleagues learn to trust the quiet inner voice that says "that's not ok" - it is easy to give in to self-doubt about what happened or to not want confrontation and push the feelings away. First step is radical candour - no lying to yourself! If it doesn't feel ok - it is ok to say that. The best way to offset inner doubt is through others who have watched the behaviour too. As your instinct calibrates itself with evidence, it becomes easier to voice it.

Always take the conversation higher......that is where I would start, a place that forces everyone to see that the opportunity can accommodate everyone. There is no shortage just a shortage of the right spirit and heart and usually those with the right spirit and heart are in the minority. I would then encourage people in their ability or passion. Lastly I would point them to opportunities that lead to increase not decrease in opportunities for what needs to be done.

If there are microaggressions at work, one of the key things to do is step 2 - having an open dialogue. As the HR leader, your role is paramount to help lead and support the management in establishing that dialogue. What needs to be emphasized is the overall concept of teamwork. "we don't have to be best friends, but we have to learn to work and get along while we are all on the clock and on the floor." One of the best quotes I always give to groups that I am coaching if we are having an issue with teamwork is from the movie "Miracle". When Herb Brooks (Coach) eventually tells the team that the name of the front of their jersey (USA) is much more important than the name on the back of their jersey.

To foster a more inclusive culture during a shift, openly address microaggressions when they occur, emphasising the importance of respect and understanding in the workplace. Encourage open dialogue and provide a safe space for employees to share their experiences and concerns. Leading by example, demonstrate inclusive behaviours and reinforce the organisation's commitment to diversity and equity in every interaction.

Encourage open dialogue about microaggressions. Create safe spaces where employees feel comfortable sharing their experiences without fear of judgment or retribution. This could be through structured workshops, team meetings, or facilitated discussions. Open dialogue helps to raise awareness and can lead to greater understanding and empathy among colleagues.

I disagree with this. You need both ‘calling in’ and ‘calling out’ in your toolkit. The problem with only using ‘calling in’ is that the people around you aren’t aware it’s happened. Somebody looking for an ally may feel let down by the group when nobody says anything. You need to recognise that what may seem a one off incident to you is likely to be something that the recipient of microaggressions experiences on a very regular basis. Which is why we need to get comfortable with challenging one another in the moment. I use the line ‘what did you mean by that phrase?’, genuinely asking the question to start a conversation about the language used - that invites both the original speaker and anyone else into an inclusive conversation.

I genuinely believe from all the work that I've done around culture change and inclusion that being inclusive is a leadership trait. You have to lead from the front and set the behaviours for others to follow. This has to be authentic and genuine and is a key driver for any change. We do a lot of work around social conformity which highlights that the more inclusive behaviours become from leaders, the more inclusive it becomes as individuals change their behaviours in order to conform. Micro aggressions can't be tolerated and effective management by ensuring teams have the required knowledge, empathy and engagement is vital when tackling them

Set clear standards of behaviour that align with a culture of respect and inclusion. Make it known that microaggressions will not be tolerated, and outline specific consequences for such behaviour. These standards should be part of the organisation’s official policies and reinforced during onboarding and regular training sessions.

Actively support colleagues who are targeted by microaggressions, stand with them, offer both emotional support and practical assistance, which reinforces the importance of allyship in the workplace. When you consistently demonstrate these supportive behaviours, you send a clear message that intolerance and discrimination have no place in the organisation. Your actions not only provide immediate relief and validation to those affected but also encourage others to adopt similar practices. Over time, this consistent demonstration of allyship sets a standard for behaviour, gradually transforming the workplace into a more inclusive and respectful environment for everyone.

"In diversity there is beauty and there is strength." - Maya Angelou. Start by addressing the behavior directly but respectfully, using "I" statements to express how it affects you. Encourage open dialogue and education around diversity and inclusion. Use the "O.H.I.O." model: - Observe the microaggression - Halt the conversation - Inform about its impact - Offer a constructive way forward Advocate for training programs on unconscious bias and inclusive practices. Lead by example, demonstrating inclusive behavior. Seek allies and form support networks. By fostering awareness, open communication, seeking allies and forming support networks within the organization you can help create a more welcoming and respectful workplace.

You can set yourself up to be called out - by doing so you lead the way for others to follow your example. When being called out, simply acknowledge your mistake, promise to try and do better next time/or to learn from it and thank the person calling you out, encouraging them to keep doing so. It sounds like a lot and it definitely takes some vulnerability, but when others see you do it - with no repercussions for the person calling you out, they’ll know not only that they can call you out too, but how to respond when they themselves are called out.

Leadership must lead by example. Senior leaders and managers should demonstrate inclusive behaviour and actively challenge microaggressions when they occur. When leadership upholds these values, it sets a precedent and creates an environment where such behaviour becomes the norm.

One thing I've found useful in leading by example is to call myself out. We are all learning, and learning means we will make mistakes. As Maya Angelou said, "Forgive yourself for not knowing what you didn't know before you learned it." This starts with our intention. When we come from the place of wanting to 'do no more harm', we set our own egos aside, lean into our vulnerability as leaders, and make it ok to trip up, notice it, apologize, and repair. I've found this actually builds trust in the relationship, whereas ignoring or denying the impact of an infraction does the opposite.

It can be helpful to explore what is actually stopping people from speaking up - how strong is the psychological safety? - do colleagues know what is ok / not ok behaviour at work? - are there confidential mechanisms for speaking up that can't be hijacked - how do you reward those who do speak up (usually by hearing them!)

Empower those affected by microaggressions to speak up, and ensure they have the support structures in place to do so safely. This could involve establishing peer networks, allyship programmes, or anonymous reporting systems. Ensuring that everyone’s voice can be heard is vital for fostering a truly inclusive culture. Additionally, promote diverse leadership and encourage contributions from all team members to help dismantle systemic issues contributing to microaggressions.