We can all make a difference
We can all make small changes to create an environment in which everyone feels comfortable and welcome. By being active bystanders, we can challenge unacceptable behaviour, even on a small scale, and be part of this change.
Sometimes it can be hard to know when to say or do something, particularly when the behaviour seems relatively minor or unintentional. We know we feel uncomfortable but we are not sure what to do, or even if we should do something at all. However, if we want things to change, it is important that we feel we act.
These sorts of hard-to-challenge small-scale discriminatory behaviours are called microaggressions. Dr Derald Wing Sue, author of Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation, says,
“Microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership.”
Although they may only be small deeds or comments, and might not have been made intentionally, these microaggressions can snowball into larger messages of exclusion. That is why it is so important that we act to combat them when we witness them. This could take the form of challenging the act or supporting the victim; the main thing is that we all see taking action as our responsibility. In this way, we can all help stop biased attitudes and snubs leading to larger displays of discrimination in the workplace and society.
A whole organisation can suffer if these sorts of behaviours are commonplace due to loss of productivity with those feeling excluded and isolated feeling unable to work to their best ability, or make decisions as they feel uncomfortable sharing their ideas openly.
What can we do?
There are some general tips on how to equip yourself to better promote a more inclusive workplace (of course these principles hold true outside work too):
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Continually challenge your own assumptions and maintain an open mind
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Be aware of your blind spots – how can you better understand your colleagues?
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Start your conversations from a well-intentioned, positive, thought-out place.
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Use positive language and signals
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Nudge one another and keep others to account
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Support those who challenge microaggressions – even if you are not the active bystander let them know they are supported
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Never stop learning! Seek out diverse opinions and experiences to broaden your mind.
It may fall to us to be the person who needs to act to stop biased behaviour from passing unchecked or unchallenged - to be the active bystander. Here is how:
- Notice the event. Witness the situation and the negative behaviours demonstrated.
- Interpret it as a problem. Do not assume the problem is resolved or underestimate its significance.
- Feel responsible for dealing with it. Empathise with the victim and understand that not intervening means being indirectly complicit.
- Possess necessary skills to act. Have the courage and confidence in their ability to intervene.
Challenging can take different forms: you can say something at the time to defuse the situation or after the event, highlight that what was said or done (even if it was unintentional) was still not ok. You can check in with the person affected afterwards to make sure they are ok or ask if there is anything more you can do to help or support them. Finally, you can also raise the issue with a line manager or HR to make sure such behaviour does not occur again.
As we look ahead to IWD 2021, we all have the opportunity to consider how we as active bystanders can #choosetochallenge and how together, we can make ours the most welcoming and inclusive workplace it can be!
