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Microaggressions and How to Manage Them When They Occur

Microaggressions - a term that can send an electric shockwave of contention through any environment. As one of the top hot-button topics over the last few years, just the mere mention brings people to immediate attention, combat-ready. Though for this combat, both parties play a different defensiveness. One person is accusing another of committing a microaggression, though they wouldn’t be in an offensive attacking posture because they are essentially speaking up for themselves - defending themselves.

Then in the other corner, the person being accused becomes defensive of the accusation because, with microaggressions, they’re defined by them being unintentional or done unknowingly. 

What typically results is an automatic fight with everyone pointing fingers at each other. But if we sincerely want to resolve workplace conflict and foster an environment of understanding, communication, and safety, we must...

I’ve been doing work related to equity, diversity, and inclusion for nearly 30 years. I’ve seen the ebb and flow of interest and commitment by people in leadership roles, across organizations, and industries. The rationale has typically fallen into one of two categories: 1. “Our priorities have shifted. We have to focus on the immediate crisis at hand.” or 2. “We tried. We hired a person but didn’t get the results we expected.” As in the past, it may be tempting to table EDI “for now”, at least until after we get past Covid-19 and all its implications. I’m advocating here for exactly the opposite stance. Perhaps it's self-serving because I’ve spent my career educating and trying to advance EDI. I am a Black woman raising a Black son. So, I am not surprised but horrified by the disproportionate rates of Covid illness and death in Black and brown communities and where atrocities like the killing of Ahmaud Arbery...