Ever felt a paper cut?
Small, seemingly insignificant, but it stings and lingers.
Microaggressions in the workplace are much the same – tiny comments or actions that, in isolation seem harmless, but can cut deep and leave lasting impacts. What’s more, around 64% of women report experiencing them.
Imagine constantly hearing comments like, “You’re so articulate for someone your age,” or “Why are you so emotional?” These are just a couple of examples of microaggressions that women encounter regularly.
These subtle slights can erode confidence and stall career progress, or worse still, can cause a woman to give up on her career entirely.
So, how can organizations put an end to these everyday aggressions for a more inclusive environment? Here are five strategies:
1 - Education and Training: Offer regular training sessions to help employees identify and understand microaggressions. Awareness is the first step to change.
2 - Clear Policies: Develop and enforce clear policies that address microaggressions, ensuring everyone knows the company’s stance and the consequences of such behavior.
3 - Support Systems: Establish support systems like employee resource groups and mentorship programs where individuals can share their experiences and receive guidance.
4 - Open Communication: Create a safe space for open communication, allowing employees to report microaggressions without fear of retaliation. This can include anonymous reporting tools and regular HR check-ins.
5 - Lead by Example: Encourage leaders to model inclusive behavior and hold themselves accountable. When leadership acts with respect and empathy, it sets a powerful example for the entire organization.
Tell us how you tackle microaggressions in your organization.
#Microaggression #Leadership #WomenLeaders #WeQual
Head Global IT Infrastructure & Operations @ HEINEKEN / COO/CTO/ CISO/Inclusive Leader/ Digital Transformation/ People Transformation
3wWe will bring the sun tomorrow to Amsterdam☀️🍻