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...
At DJA, we’re always thinking about how to reduce the impact of systemic bias. In many ways, equity lives in the process: the systems, structures, and processes that we operate within carry enormous implications for how equitably people are able to participate.
Board governance is a great example. Countless organizations are talking about how anti-racism should look, but far fewer are identifying actions that de-bias systems, build in inclusive practice, or define what it means to be anti-racist. The processes and structures of our organizations define how much people are able to bring their full selves and abilities to their board work.
The work that we put into building inclusive systems will, with time and persistence, pay off with better systems for all.
Over the last few months, DJA has been working with two non-profit partners, Code for Science & Society and Invest in Open Infrastructure, to build guidelines for anti-racist non-profit board governance. After we...