Learn how to ensure inclusivity in the face of team microaggressions with essential strategies for fostering cultural competency in the workplace.

As leaders, there are times when we need to "call out" individuals on their behavior, particularly in acute matters in an effort to reduce harm to others. However, this should not be the starting point. Where possible, I prefer to compassionately "call in" individuals to private settings where we can have collegial discourse to ensure they understand the potential impact of their actions on the safety and wellbeing of others. The result of private interaction should dictate whether a "call out" is necessary. Both "calling in" and "calling out" are examples of upstanding where we gracefully challenge situations that normalize and perpetuate harmful behaviors, including subtle acts of exclusion.

Last updated on Sep 23, 2024

You're facing microaggressions in team interactions. How can you ensure inclusivity prevails?

Facing microaggressions in the workplace can be a subtle yet pervasive problem. These are the everyday verbal or behavioral indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults. When you're part of a team, ensuring that inclusivity prevails despite these challenges is crucial for not only personal well-being but also for the overall health and productivity of the group.

1 Recognize Signs

Recognizing microaggressions is the first step toward addressing them. These can be subtle, like consistently mispronouncing a colleague's name despite being corrected, or more direct, such as making assumptions about someone's ability based on their background. Be vigilant about the comments and behaviors in your team interactions. Acknowledge your feelings when these instances occur and consider if they reflect a pattern of microaggressions, which is important for validating your experiences and preparing to address them.

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Nina Couto (BA, BHSc)
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A story I will share is what I regret not having done… Is calmly pointing out the micro aggression when it occurred. I was at a performance review at a midwifery practice group, a practice partner made a critic. She said, “To be less Portuguese and more professional.” I let it slide. I should have asked more clarifying questions, yet in a room 3:1. I did not feel safe in this culture working with these women. What I should have done was ask clarifying questions like, "Could you explain what you mean by that?" This helps the person reflect on their words or actions.

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2 Open Dialogue

Creating an open dialogue is essential in combating microaggressions. Feel empowered to discuss your experiences with your team in a constructive manner. Approach the conversation with the aim to educate rather than accuse, as many people aren't aware that their comments or actions can be harmful. By fostering an environment where everyone feels safe to share their thoughts and feelings, you encourage understanding and empathy within your team.

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Nina Couto (BA, BHSc)
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Creating an open dialogue requires feeling both safe and empowered. I believe that before we can engage in open conversations, we must first cultivate a sense of safety within ourselves. In my own experience, working in an unhealthy environment made it difficult to recognize what a healthy workplace should feel like. It wasn’t until a mentor helped me understand and create that internal safety that I could begin to empower myself. I also believe that everyone deserves support as they navigate raising concerns, especially when dealing with leaders or those in positions of power and privilege. Having a wellness officer or an ally can provide the necessary support until a person feels ready to engage in these discussions openly.

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3 Set Standards

Setting clear standards of behavior is a proactive way to prevent microaggressions. Work with your team to establish guidelines that promote respect and inclusivity. This might involve creating a team charter that outlines expected behaviors or having regular training sessions on cultural competency. When everyone understands the impact of their words and actions, it fosters a more inclusive team culture.

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4 Lead by Example

You can be a powerful force for change by leading by example. Demonstrate inclusive behavior in your interactions and challenge microaggressions when you witness them. This doesn't always mean calling someone out publicly. Sometimes, a private conversation can be more effective. By consistently showing respect and consideration for all team members, you set a standard for others to follow.

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Roderick Nunn, DM, CPTD

Seeing people the way God sees them and helping them to flourish.
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As leaders, there are times when we need to "call out" individuals on their behavior, particularly in acute matters in an effort to reduce harm to others. However, this should not be the starting point. Where possible, I prefer to compassionately "call in" individuals to private settings where we can have collegial discourse to ensure they understand the potential impact of their actions on the safety and wellbeing of others. The result of private interaction should dictate whether a "call out" is necessary. Both "calling in" and "calling out" are examples of upstanding where we gracefully challenge situations that normalize and perpetuate harmful behaviors, including subtle acts of exclusion.

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5 Provide Resources

Providing resources can help educate your team on the importance of cultural competency. Share articles, books, or even host workshops that delve into topics of diversity and inclusion. Knowledge is a powerful tool against ignorance and prejudice. The more your team knows about the experiences of different groups, the less likely they are to commit microaggressions.

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Christina Granahan, LICSW, PCC

Enneagram-Informed Therapist & Coach at Granahan Coaching and Consulting // for individuals, groups, and organizations
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It’s important to speak up, lead by example, and show up with presence so that your team knows where you stand, especially given that a leader’s way of showing up weighs significantly in determining team culture. Having said that, I think regularly sending articles and sharing other resources allows education to be received in a less personal way. I DO think debriefing with conversation, Q & A, etc. is an important part of the process when you share resources, but allowing people to read, understand, and process privately can go a long way before the debrief.

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6 Encourage Allyship

Encouraging allyship within your team can reinforce a culture of inclusivity. Allyship involves actively supporting those who are subject to microaggressions. This can mean standing up for colleagues when they're faced with microaggressions or amplifying their voices during team discussions. When you foster allyship, you create a network of support that empowers everyone to speak up and contribute to an inclusive environment.

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You're facing microaggressions in team interactions. How can you ensure inclusivity prevails?

1

2

3

4

5

6

1 Recognize Signs

2 Open Dialogue

3 Set Standards

4 Lead by Example

5 Provide Resources

6 Encourage Allyship

Cultural Competency

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You're facing microaggressions in team interactions. How can you ensure inclusivity prevails?

1

2

3

4

5

6

1 Recognize Signs

2 Open Dialogue

3 Set Standards

4 Lead by Example

5 Provide Resources

6 Encourage Allyship

Cultural Competency

Rate this article

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