Microaggressions and non-inclusive behaviours linked with race are usually a frequent and covert interaction, therefore more difficult to spot.
We all have some forms of bias which fuel our snap decisions, but although these resulting actions are hardly ever intentional, these moments are a key opportunity to grow and learn alongside our colleagues.
Challenging yourself to be more inclusive, will help organisational culture and inclusion, whilst future proofing yourself and the business.
Ask yourself…
HOW DOES THIS MAKE OTHERS FEEL?
Is this behaviour non-inclusive (or ‘othering’)?
Am I stereotyping? Am I making an assumption?
Flip the script: Would I say this to or behave like this with someone of a different ethnicity?
Am I denying or undermining someone’s identity?
Examples of Microaggressions
Non-inclusive behaviour
Being interrupted or not being listened to during a meeting. A good example of non-inclusive behaviour is not allowing those from under-represented groups the chance to be heard or share ideas during meetings.
Try instead:
Make sure everyone gets a chance to speak and ask for suggestions or ideas.
Non-inclusive behaviour
Booking work parties, meetings or other events at venues with non-inclusive menus or just serving alcohol or on religious holidays can exclude members of the team.
Try instead:
Be mindful of cultural holidays. Research religious areas that affect the workplace, for example within Islamic cultures, funerals will be held as soon as possible.
Other examples:
Line-managers avoiding giving feedback to those from under-represented groups.
Stereotyping? Or assumption?
This is a common microaggression where people are mistaken for hospitality or a more junior position than they are within the workplace.
Try instead:
Don’t make assumptions, pause and question the stereotypes you hold based on your bias.
Other examples: Generalised stereotypical viewpoints
“Black women are aggressive”
“Asian people are good at tech”
Assuming those with and accent or have English as a second language are less educated or less intelligent
Flip the script?
Hair politics has become increasingly topical. For example, listening sessions fed back that it was commonplace for colleagues to feel it was acceptable to touch a Black woman’s hair.
Try instead:
Treat all colleagues with respect. For example, ask yourself would you touch a bald man’s head
Undermining identity
When asking ‘Where are you from?’, if someone says they are British or from Liverpool then accept this as the answer. If you want to ask about heritage or ancestry, then be more specific and ask: ‘I hope you don’t mind me asking, but what is your ancestry?’ Accept that this is personal information and individuals may not want to offer up the answer.
Try instead:
Most people from under-represented groups said they were proud of their identity and wanted people to ask them about it. So sometimes just getting the terminology right or asking the right questions goes a long way to being inclusive.
Other examples: Generalised stereotypical viewpoints
Avoiding calling someone by their name through fear of mispronouncing it – instead, just ask…
Other examples (Video)
Hear other examples on a video we produced interviewing real people about their own lived experiences.
Try this scenario (Video)
There are many other examples, including when bias is played out during the interview process. Have you ever heard someone say ‘they may not be the right fit for the team’ or that a Black candidate seemed ‘aggressive and loud’ when they were passionate and animated.
Watch this scenario on your own or within your team, and tell us how you would deal with the situation with the right outcomes.
[Answer: Try questioning why they felt that or if they can substatiate their comment]
More scenarios are available through our membership or training programmes.
For more information
Please download our allies toolkit for further examples here
If you would like to find out more about our programmes and resources, please email: admin@investinginethnicity.org