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How do you address unconscious bias and microaggressions in team interactions?

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Diversity and inclusion are not only ethical values, but also strategic advantages for any organization. However, creating a culture of respect and belonging requires more than policies and trainings. It also involves recognizing and challenging the subtle and often unconscious ways that we may exclude, stereotype, or harm others based on their identity. In this article, we will explore some of the common forms of unconscious bias and microaggressions that can occur in team interactions, and how to prevent and respond to them effectively.

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Tribeni Chougule

Sustainability and Inclusion Leader ? Transformation ? ESG ? Executive MBA ? Board Trustee ? Coach and Mentor

1 What are unconscious bias and microaggressions?

Unconscious bias refers to the automatic and often inaccurate assumptions or judgments that we make about people based on their social group, such as their race, gender, age, or disability. For example, you may unconsciously associate leadership with masculinity, or creativity with youth, and favor or dismiss people accordingly. Microaggressions are the subtle and often unintentional words or actions that communicate disrespect, hostility, or invalidation to someone based on their identity. For example, you may ask a colleague of color where they are really from, or interrupt a female colleague more often than a male one, or make a joke about someone's accent or disability.

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Tribeni Chougule

Sustainability and Inclusion Leader ? Transformation ? ESG ? Executive MBA ? Board Trustee ? Coach and Mentor
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I really find the inference ladder by Chris Argyris a powerful tool in checking my biases and cultural conditioning when interpreting what I see around me. Simply because we encounter an opinion different to ours doesn’t make the opinion weak. The same facts put in front of a group of people leads to different conclusions simply because of the biases and connotations brought into interpreting the information. To counter micro aggression, Micro affirmation a good tool to use and this is valuable not just for an individual facing micro aggression but for allies and a leader who wants to foster psychological safety in the team and neutralise or prevent micro aggression. Active practice of micro affirmation can build a positive atmosphere.

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Brittani Mack

Bringing Emotional Intelligence to B2B| ??Key Accounts @ Linkedin |??Podcast Host |???Change Agent
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To be honest this is something I have always struggled with as it is not a comfortable interaction to be part of. Being someone who is constantly challenging herself to speak up I feel like it comes down to having the courage to step out of comfort zones, but also not exhausting yourself trying to continuously speak up when in environments that repeatedly make those offenses. Protecting peace is and always will be the priority????.

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2 Why are they harmful to teams?

Unconscious bias and microaggressions can have a negative impact on team performance, engagement, and morale. They can undermine trust, collaboration, and communication among team members, and create a sense of isolation, frustration, and resentment for those who experience them. They can also affect the quality of decision-making, problem-solving, and innovation, as they can limit the diversity of perspectives, ideas, and feedback that are considered and valued. Moreover, they can expose the organization to legal and reputational risks, as they can violate anti-discrimination laws and damage the employer brand.

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3 How to prevent them in team interactions?

The first step to prevent unconscious bias and microaggressions in team interactions is to become aware of them. You can do this by educating yourself and your team about the different types and examples of bias and microaggressions, and how they affect people and teams. You can also use tools such as implicit association tests, feedback surveys, or diversity audits to identify and measure your own and your team's biases and microaggressions. The second step is to challenge them. You can do this by adopting practices such as setting clear and objective criteria for team decisions, soliciting and acknowledging diverse input and contributions, and creating a culture of feedback and accountability. You can also use strategies such as perspective-taking, empathy, and curiosity to question and overcome your own and your team's biases and microaggressions.

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4 How to respond to them in team interactions?

Despite your best efforts, you may still come across or witness unconscious bias and microaggressions in team interactions. In such cases, it is important to respond in a respectful, constructive, and assertive manner. To do so, you can take the following steps: pause and assess the situation, taking into account the context, intention, and impact of the bias or microaggression, and decide whether and how to address it; choose your approach, which may involve confronting the person who made the bias or microaggression, redirecting the conversation, or following up with them privately or with a third party; communicate your message using clear, factual, and respectful language to express your feelings, thoughts, and expectations; and finally, listen and learn, giving the other person a chance to explain, apologize, or clarify their perspective, and trying to understand where they are coming from. This is also an opportunity to educate them or share your own perspective, and to find a way to move forward.

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Alyssa McDonald

Key Account Management Leader/Strategic Business Development Expert/Growth Champion
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One of the ways that I have addressed this in the past is to address it with the team members openly in a enviroment where they feel like they are not being attacked. I try to educate them on the importance of being aware of their biases and microaggressions and more importantly share the potential consequences of their words/actions. Just like it states above, we provided an open forum that is a safe space to discuss their concerns and feelings.

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5 How to support others who experience them in team interactions?

If you witness someone on your team being subjected to unconscious bias or microaggressions, you can take action to support them. Showing solidarity is a great way to start, by expressing your empathy, validation, and appreciation for the person who experienced the bias or microaggression, and letting them know that you are on their side. Additionally, you can speak up and intervene or advocate for the person, challenging the person who made the bias or microaggression, amplifying their voice and contributions, and acknowledging their value and expertise. Finally, you can follow up with the person who experienced the bias or microaggression, offering your help, advice, or resources, and if needed, reporting or escalating the issue, and seeking feedback or guidance from others.

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Alyssa McDonald

Key Account Management Leader/Strategic Business Development Expert/Growth Champion
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It is imperative and important to take a firm stance against any type of discrimination and ensure that all team members are held to the same standards. I assisted a colleague that experienced this but was too afraid to speak up. I managed and reported the incident and helped them with next steps. Everyone should feel valued and appreciated and that when they come to work, it is a safe space for them. Speak up and address issues for those that are afraid to speak up for themselves.

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How do you address unconscious bias and microaggressions in team interactions?

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5

1 What are unconscious bias and microaggressions?

2 Why are they harmful to teams?

3 How to prevent them in team interactions?

4 How to respond to them in team interactions?

5 How to support others who experience them in team interactions?

Team Management

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How do you address unconscious bias and microaggressions in team interactions?

1

2

3

4

5

1 What are unconscious bias and microaggressions?

2 Why are they harmful to teams?

3 How to prevent them in team interactions?

4 How to respond to them in team interactions?

5 How to support others who experience them in team interactions?

Team Management

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