As a leader, ending microaggressions mean concrete steps—being a role model, facilitator for discussions, and catalyst in creating an inclusive culture.
Microaggressions are subtle and manifest in different ways, discriminating people. While they may be often unintentional, they affect the underrepresented groups and their mental health, leading to depression and anxiety.
Here are some ways to tackle it:
Acknowledge they exist: You cannot attend to a problem if you deny it. So, begin by acknowledging that microaggressions exist in your workplace. Begin by finding out when and how they are exhibited. These will help you find out the solutions or interventions you need to implement. If some biases are the cause, you can have non-conscious bias training programs to fix them. Recognizing them will take you closer to the solution.
Conduct discussions: It is always best to put things on the table and discuss them. While there might be some discomfort, in the beginning, you will soon find people coming forward to find solutions for them. Ask the team members for examples of microaggressions and their experience of facing some. Without pinpointing or pinning people to the act, such discussions can make everyone arrive at a common ground—that they have to be removed and fixed.
Leading the way: It is the most crucial step- walk the talk. Always remember that people across age groups learn the best when they see people illustrating the change. Even with the best of intentions, you may be committing microaggressions. Find out the different types of microaggressions that happen. Learn how inclusive language can change the atmosphere by creating a sense of belongingness among your team members. Gather feedback to know about the changes that have to be made.
Create a supportive culture: When you take the team along in removing microaggressions, you will find it easier to deal with them. People do not respond well when they feel isolated in a process. Ensure that you assure your team members that they are not alone in their fight against microaggressions.
Understand the long haul: Microaggressions cannot be removed with just one session of training or one discussion. These need a life-long commitment and the understanding that over some time, they might manifest in ways that are unknown today. Look at ways to sustain these conversations to show the team that change happens through constant and intentional efforts.
As a leader, you may not be able to stem them out entirely. However, for having a culture that knows and acknowledges the existence and impact of microaggressions, you have to look at ways to keep building the discussions and dialogues around them.
