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Creating an inclusive, diverse workplace
How do you create an inclusive, diverse workplace informed by DEIB efforts (Diversity, Equity, Inclusion, Belonging)? Microvalidations can help.
Hiring for diversity isn’t enough
Hiring people of color and members of other minority groups isn’t enough. Those hired have to feel that they are treated fairly (Equity), that their perspective and expertise are seen and appreciated (Inclusion)) and that they belong(Belonging). Otherwise, diversity hiring is a revolving door, because people who are hired and then invalidated and disrespected won’t stay. One of the big issues is microagressions, or subtle acts of exclusion, two names for this harmful type of invalidation. Microagressions are often invisible to people in the majority if they aren’t trained to watch out for them.
As a woman and a Jewish lesbian, I have myself experienced microagressions at various workplaces, and I’ve also had the privilege of being seen and listened to more readily, simply because I am white, middle class, and college educated.
All too often, people of color, LGBTQI people, immigrants, women, disabled people or those with other differences, are discounted, ignored, not taken seriously, or treated like tokens who represent their entire group. These subtle acts, if ignored or denied, add up.
We can all learn to become aware of subtle acts of exclusion and counter them with microvalidations, which I’m calling subtle acts of inclusion.
Here are a few examples of how to offer microvalidations (subtle acts of inclusion):
- Practice the platinum rule—treat people as they want to be treated, pronounce their names correctly and call them their preferred name. Use titles as a sign of respect in professional contexts.
- Amplify voices—women, people of color are often ignored, talked over, interrupted. Pay attention when marginalized people speak and if others ignore what they say, hand them the mike or otherwise make space for their voices.
- Don’t “translate.” Resist the urge to “translate” what they say to the words you would use or you think would be more acceptable to the majority. Instead, quietly respect and affirm their communication, both substance and style.
- Respect the value of different styles of leadership–Leaders can look different and speak differently from your expectations/limits. And these valuable differences can promote harmony, creative problem-solving, and productivity.
- Take people seriously in how you give and receive feedback. As a colleague or supervisor, offer praise for good work AND believe they can meet high standards. Offer actionable feedback where possible.
- Remember we all have biases. Ask yourself where your judgments and opinions of that person come from. Pay conscious attention to countering your implicit, unexamined beliefs. Even if you are a member of one marginalized group, you can still have unconscious bias toward a member of another group.
Changing patterns of behavior is never easy, but with training and practice we can support our colleagues and treat all our colleagues with respect for who they are and the value they add. And, this makes organizations and workplaces better for everyone and reduces conflict and misunderstandings.
Lorraine Segal has helped over 2000 leaders and others in organizations and corporations communicate more clearly, transform conflicts, and let go of resentments. The goal: to create a more harmonious and productive workplace. Through her business, Conflict Remedy, Lorraine creates customized training and coaching programs for non-profit organizations, corporations, and government agencies and Sonoma State University. She was recently named one of the top 15 coaches in Santa Rosa by Influence Digest. She is a contributing author to the book, Stand Up, Speak Out Against Workplace Bullying. Her latest project, a memoir called: Angels and Earthworms, an unexpected journey to love, joy, and miracles, is about her transformation from miserable self-doubt to self-acceptance, true love, spiritual awareness, and right livelihood. Find out more about the memoir here.Contact Lorraine through ConflictRemedy to request a free consultation for you and your organization or to sign up for her conflict remedy newsletter and blog.
Related blog posts:
Does Your Work Promote Psychological Safety?
Feedback, Hot Buttons, and White Fragility
Note: some of the ideas in this post were inspired by the HBR article, An Antidote to Microagressions by Laura Morgan Roberts, Megan Grayson and Brook Dennard Rosser
© Lorraine Segal ConflictRemedy 2023
