Spotting microaggressions in a diverse and intercultural workplace

March 29, 2024

Dear Reader,

This week, we are again exploring microaggressions and how to identify them more easily in our busy, diverse, and intercultural workplaces.

In this new edition of the Inclusive Leadership Spotlight, we see how to undercover with those undermining comments or actions through our usual cornerstones: self-awareness, augmented leadership, and Emotional and Cultural Agility.

Self-Awareness

Self-awareness forms the foundation for effectively addressing microaggressions and promoting open communication. This week, consider the following self-inquiries:

• How often do I use metacommunication to uncover possible microaggressions?
• How do I evaluate the quality of interactions among my team members?
• What is my typical response when a team member reports being the target of microaggressions?

What are you learning?

Augmented Leadership

​In my weekly video, I mentioned the importance of metacommunication (communication about communication) in uncovering microaggressions. I invited everyone to ditch the surface question, “How are you?” and instead dig into the perception and possible discomfort experienced by a team member.

Let’s examine this fictional dialogue illustrating the leader’s receptive, nonjudgmental, and inclusive questioning.

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Alex, Inclusive Leader: Hi, I wanted to check in with you about something that happened in the team meeting earlier. Can we talk for a moment?

Jasmine, Team member: Sure, Alex. What’s on your mind?

Alex: During the meeting, I noticed a moment when you seemed hesitant to share your thoughts on the new project. Can you tell me more about what was happening to you then?

Jasmine: Well, it’s just that whenever I speak up, I feel like my ideas are often overlooked or dismissed. It’s been happening quite frequently, and it’s making me second-guess myself.

Alex: I’m sorry to hear that, Jasmine. Your insights are valuable, and I need to understand your experiences better. Can you give me an example of a specific instance where you felt your ideas were overlooked?

Jasmine: Sure. Last week, when I suggested a new approach to the project, it seemed like no one took it seriously. It’s frustrating when my contributions are brushed aside like that.

Alex: I understand why you’d feel frustrated, Jasmine. What underlying factors might contribute to this pattern?

Jasmine: Well, I’ve noticed that sometimes my ideas are met with skepticism or doubt, whereas when others suggest similar things, they’re embraced more readily. It’s hard not to feel like it’s because of my background or identity.

Alex: Thank you for sharing that with me, Jasmine. Moving forward, how can I best support you in ensuring you are heard?

Jasmine: I appreciate that, Alex. Maybe having more opportunities for open dialogue and brainstorming sessions where everyone’s ideas are encouraged and valued could help.

Alex: Absolutely, Jasmine. I’ll create those opportunities and foster an environment where all team members feel empowered to contribute.

Jasmine: Thank you, Alex. I appreciate your support and understanding.

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Notice the leader uses this conversation pattern:

1. Permission: Can we talk for a moment?
2. Exploration: Can you tell me more about what was happening to you then? Can you give me an example of a specific instance where you felt your ideas were overlooked? What underlying factors might contribute to this pattern?
3. Solution: how can I best support you in ensuring you are heard?

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Emotional and Cultural Agility

To better spot microaggressions, we must cultivate empathy and understanding towards others’ experiences and perspectives. This involves actively listening to team members, validating their feelings, and being willing to confront uncomfortable truths.

In the aforementioned dialogue, not only does Alex seek more information but also acknowledges Jasmine’s feelings: I noticed a moment when you seemed hesitant / I understand why you’d feel frustrated in that situation

At this stage of addressing microaggressions, acknowledging the concerns of the affected team member fosters trust and empowers them to express their experiences openly.

However, it’s important to recognize that this is just the beginning of the process. In a follow-up conversation, you may need additional support by offering different perspectives or coaching to help the individual learn how to articulate their needs and boundaries explicitly.

This proactive approach helps address the immediate issue and promotes ongoing growth and development for both the individual and the team as a whole.

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In conclusion, effectively addressing microaggressions in a diverse and intercultural workplace as an Inclusive Leader demands a keen awareness of subtle signs of discomfort and a proactive commitment to uncovering prevalent communication patterns.

By fostering such an environment, we can ensure that every voice is heard and valued.

Until next time,

Catherine

🌟 The Inclusive Leadership Spotlight is Yours! 🌟

🗣️ Remember, Inclusive Leadership is not a destination; it’s a continuous evolution. Let’s illuminate our path, champion inclusivity, and shape a future where every voice is heard and valued.