Wie können Sie eine Arbeitsplatzkultur schaffen, die Mikroaggressionen verhindert?

In my limited experience of managing teams, I have realized that, a lot of times, we do not even ourselves know what are the behaviors that exhibit / display microaggression. So, in order to curb it, its identification / recognition is of crucial importance. If we are unaware about this, the behavior of exhibiting microaggression shall continue to foster inside the team, and then it shall become extremely difficult to curb it a later stage. Small things contribute to microaggression, for example - the most common one, I have seen - talking in regional language, so only a few can understand; labeling someone in the team; using slangs; critical discussions taking place during a smoke break etc. So, start with identifying those behaviors.

El origen de estas microagresiones está en los sesgos que tenemos los seres humanos acerca de determinados aspectos de nuestra propia naturaleza. Son muchas veces inconscientes y culturalmente han sido aceptadas de forma natural. Identificar esos sesgos, ser conscientes de ellos, y evitarlos de forma continua es un ejercicio complejo pero posible. Una cultura que empape a la organización en este sentido ayuda enormemente a que los erradiquemos y reduzcamos el nivel de microagresiones en la empresa

Three principles on effectively recognising mircoaggressions: 1. Acknowledge and Validate Feelings: Create a safe space for expressing feelings, and ensure active listening and validation. Be vigilant about subtle behaviors, comments, or actions that may trigger feelings of bias or discrimination. 2. Observations over Interpretations: Encourage describing specific behaviours, language, or actions and the feelings they trigger, over interpretations and intentions. 3. Empathy & Intersectionality: People have complex intersections of identities, such as race, gender, and sexuality. These identities shape perceptions and responses. Empathy requires understanding and appreciation of the unique and diverse challenges faced by each individual.

While there was an emphasis on cultural grooming and learning the nuances of conversation in the past which continues in bureaucracy, corporate spaces are created with the assumption that differences of various folks would not create friction. If we make it a practice to monitor, evaluate and learn from interactions across different ages, genders, origins, abilities, sexualities and income groups etc - best practices can be adopted. Though these would not guarantee operations sans microaggressions, it might equip leaders with navigational capacity around them

In my experience, it's an ongoing effort. Set clear policy. Maintain confidentiality of the issues raised. Repeatedly educate employees on the importance of culture. Most importantly, leaders should lead by example.

Training is a critical component to making your teams understand and relate to how others might be affected by behaviour that can be perceived as aggressive. Regular formal training sessions to identify and acknowledge micro aggressions is key to building a culture that is more inclusive. Diversity and inclusion training and training on how to avoid micro aggressions has to be a top-down approach. Leadership and people managers need to lead by example and start building a sensitive and conducive culture where people of all hues and cultures feel safe and comfortable.

- Lead by example: people often copy the behaviour of their managers and senior managers. Demonstrating the behaviour that is desired is essential. - Directly linked with this: dare to speak up. Especially if you are in a role with authority. If people see you addressing the behaviour, they will feel like they have permission to do the same. You cannot change the system overnight. You cannot change the corporate culture overnight. Every small step will make a big difference in the long run.

Commit to ongoing education about microaggressions and their impact. Offer training sessions, workshops, or resources to help employees understand the nuances of microaggressions and the harm they can cause. Promote self-reflection to identify potential biases and assumptions. By fostering a culture of continuous learning, employees are better equipped to recognize and address microaggressions in themselves and others.

Well in my view the word I highlight is Empathy. Training can surely be the best way to reduce and manage anything including micro-aggression… but I think people should be made aware of empathy and should be trained on how they can empathize with both their superiors and subordinates…. I see micro aggression irruption in organizations due to mistakes and misunderstandings of both levels … There are very few trainers who are qualified to train on empathy… it takes skills in psychology, mentoring and also coaching to train people on empathy .. what the world lacks today is empathy.. in the absence of empathy no point in training people on all these other aspects …

A educação começa com o autoconhecimento e a reflexão sobre as próprias crenças e preconceitos, expandindo-se para a busca de conhecimento sobre as experiências e desafios enfrentados por colegas de diferentes origens. A organização pode apoiar essa educação providenciando recursos, treinamentos e espaços de diálogo onde os funcionários podem aprender sobre diversidade cultural, sensibilidade intercultural e habilidades de comunicação inclusiva. Além disso, incentivar os funcionários a se tornarem aliados ativos e a intervir quando testemunharem microagressões também é parte da mudança de cultura organizacional. Assim, o conhecimento é traduzido em ação, e a educação se torna um pilar para um local de trabalho mais respeitoso e inclusivo.

Establish clear and accessible channels for reporting and addressing microaggressions. Create a safe space where employees can openly discuss their experiences without fear of retaliation. Develop a robust reporting and resolution process that emphasizes confidentiality, impartiality, and timely action. Empower leaders and managers to address microaggressions promptly, demonstrating a commitment to maintaining a respectful and inclusive workplace.

Criar ferramentas como feedbacks, acompanhamentos periódicos e principalmente um espaço acessível para colaboradores possam abordar esse tema abertamente. Acredito ter uma cultura aberta em que lideres, gestores e colaboradores possam lidar com as microagressões sem que seja um taboo essa conversa.

A timely response to microaggressions is key as well. If the event happens today and we wait for another week to address it, the aim of the response will lose its weight. Make sure that we dont respond with our own version of micro(or even macro :D)aggressions as well. Addressing microaggressions should be: - timely - appropriate - specific

When a microagression is perceived or expressed by a member of the team, it is the leader’s role to make sure the issue is addressed appropriately and through the existing channels available in the organisation. Support such as Employee Assistance Programe should be provided to the person affected by it and constructive feedback to the person who committed it to ensure the behaviour is not repeated also needs to be provided.

It is indeed very important to speak up and intervene when you witness or experience a microaggression, using respectful and constructive language and tone to express your feelings and concerns. Make an attempt to know the other person how microaggression is and can damage the workplace and take optimistic efforts towards avoiding in the future.

It all boils down to a culture of Psychological safety. And Leaders hold the key to this in the form of creating a safe space for people to speak their mind about any such uncomfortable incidents and for their teams to be their best selves. When leaders in an organization do this well, it automatically leads to people feeling safe enough to share about any micro aggressions they have experienced, with leaders helping them ‘label’ the situation correctly. And subsequently, at an organizational level leaders a play a big role about deciding what can be done to take the right action if needed. And at the individual level leaders can play the powerful role of helping the individual ‘heal’ from it and move on. A leader’s role matters so much!

In addition to the methods listed above, it's critical to bring in policies that back the organizations focus towards reducing microaggression. Behavioural change is tough to bring about, and microaggressors are so ingrained in our conversational styles... awareness, verbal discouragement, management of it... May not be enough. There needs to be tangible impact, actionable consequences, a motivation for people to not display such behaviours... To actively rid their interactions of these.

Inclusive Policies and Practices: Review and update organizational policies to ensure they promote inclusivity. This includes recruitment practices, advancement opportunities, and overall organizational policies. Strive to eliminate any systemic biases that may inadvertently contribute to microaggressions. Leadership Commitment: Cultivate a commitment to inclusion at all levels of leadership. Leaders should actively demonstrate zero tolerance for microaggressions, modeling the behavior they expect from others. This commitment helps create a top-down culture that values diversity and discourages any form of discriminatory behavior.

Lead by example. Keep an always open to people attitude and prioritize team results over individual. Make sure you promote leaders sharing the same values etc... Trust your team and give them freedom to do and make mistake. Free, committed and responsible people tend to be more open to others... and more productive in all senses.

Make work a friendly place by doing a “Good Moments” thing. In meetings, talk about times when people did something great. Like, maybe someone was really good at solving a problem. This helps everyone feel good and stops unkind comments about how people are different.