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#BlackBlogsMatter – Week 9 – Addressing MicroAggression

  1. Caroline Chan

    November 30th, 2018 at 8:26 pm

    Thanks for this article on a huge issue that is not yet addressed in many HR protocols. For orgs that do have effective policies around microaggression, how do they respond to incidents when they arise and how do they resolve them?

  2. Sarah Morgan

    December 4th, 2018 at 3:04 am

    Orgs with effective policies around microaggression respond to incidents the same as any other policy violation requiring progressive discipline. With clients, I encourage them to have recommended materials ready to help microaggressors do the necessary anti-bias work to move beyond the behaviors without falling into political correctness. Being PC ignores diversity and cannot foster inclusion. Anti-bias work is the key to eradicating adverse impact and creating true belonging in our workplaces.

  3. Caroline Chan

    December 4th, 2018 at 3:59 am

    Thanks Sarah, very helpful points. So, in a small organization where there may not be HR support, and where managers handle employee issues, it seems vital that any people managers have the unconscious bias training to be able to support employees when incidents occur. And, as you suggest, to have materials at hand that can help microaggressors learn from their behaviour.

  4. Sarah Morgan

    December 11th, 2018 at 1:29 am

    Absolutely. Everyone is responsible for creating a fair, inclusive workplace. Regardless whether there is HR support or not, those of us responsible for leading people and process need to be aware of how bias creeps in and take active steps to address this, preferably before it happens.

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