You're facing microaggressions at work. How do you create a more inclusive atmosphere?

"Just recognize them" is not likely to help people to actually recognize them. To recognize the subtle acts that make others feel exclusion and pain, here are a two more concrete tips. (1) When others tell you that they were hurt by something that was said or done, listen to them. Don't minimize or think they are being "too sensitive" or think to yourself "well, that wouldn't have made me feel bad." It doesn't matter. It's not about you. It's about them and their life experiences, which are different from yours. (2) Do some research into common microaggressions that people experience. There's so much research out there - books, articles, blogs, etc. This will help you better understand what people experience so you can be more alert to it.

It's often helpful to address microaggressions privately to foster enough psychological safety for people to listen, learn & shift their behavior. Sometimes though, when microaggressions happen publicly, there is a kind but firm "calling in" approach that should happen publicly. For example, imagine your whole team witnessed a painful microaggression together. Even if the initial exchange is resolved privately, it is still not resolved for the team members who saw it happen. Instead, naming what was said and the impact it had, and what the expectation is moving forward *in the moment* can be enough to restore confidence and create a path for the individual to repair trust w/ the group.

This approach is "calling in" versus "calling out." Depending on the type and level of the microaggression disrupting bias in the moment may not be the right approach. A private conversation showcases grace towards the party committing the microaggression. Though it's imperative to communicate the severity of the incident as well as any potential impact of their actions despite their intent.

Using specific conversation starters in small groups can foster dialogue about cultural issues. In my experience, asking colleagues to discuss a particular instance that resonated with them is a sufficient prompt to solicit a thought. Follow up with a question, such as "what does that example make others think or wonder?" or "what's the next step to create a more inclusive community?" My absolute favorite: how does that example advance or hinder our mission?

Creating a consistent line or phrase for addressing microaggressions can be very useful. Having a familiar phrase can make these discussions smoother and reduce defensiveness from the person being addressed. For example, you might say: "What you said could be misunderstood. Can you clarify?"

A missing section to add is to ensure you process and recover as a receiver. microaggressions trigger racial trauma and is a form of covert racism that is more than a mosquito bite, it actually puts stress on our nervous systems. Find a way to discharge the anger/overwhelm so it doesn’t continue to get “stuck” and contribute to cumulative stress.

🌈 Creating Inclusivity in a Queer Context 🌈 Facing microaggressions at work as a transgender and gender diverse (TGD) person can be challenging. Here's how to foster inclusivity: 1️⃣ Educate: Raise awareness about microaggressions and their impact on TGD individuals. 2️⃣ Advocate: Encourage inclusive policies that protect gender identity and promote non-discrimination. 3️⃣ Foster Dialogue: Promote open conversations about LGBTQ+ issues in the workplace. 4️⃣ Seek Support: Connect with TGD individuals for strength and guidance. 5️⃣ Lead by Example: Be a role model for inclusive behavior and treat everyone with respect. #Inclusion #TransRights #WorkplaceEquality