How can you build resilience and inclusion in the face of microaggressions?

First of all, leaders need to be aware that all people are biased. Even themselves. Sometimes it's impossible to notice some micro-aggressions. Therefore, having trainings and education about unconscious bias can help the whole team/organization become aware of certain behaviours. Then, people can act.

Microagressions are more likely physical manifestation of our bias as humans and so it’s vital to recognize that as a person you have got bias which shows itself in the way you relation to people and in different scenarios. One of the key way of addressing micro aggressions to build resilience and inclusion is creating a safe environment where this conversation can be had. Where people can be called in on certain blind spots and help navigate through that bias. It is also understanding that humans are diverse which is cumulative of our reality,tradition, culture amongst other things and approaching this subject with curiosity and kindness rather than portioning blame

Many times, these microaggressions are seen as an acceptable bi product of someone else's experiences, age or gender; on the surface, many seem to be innocent enough- until it's not. Be aware of the generational differences you will find during your career; how you address each varies but ultimately, good communication is a skill valued by everyone.

I don't believe in the spirit of microaggression, the force that controls some people to misbehave and become intolerance. This is what leads to hate, crimes, and discrimination. I have determined to build the HOLY SPIRIT-FILLED members who respect themselves and others. A people that Heaven will shout and rejoice over. The way to be great people is to be GOOD in oneself first. That is, if we humble and deny ourselves of foolishness to honour the LORD Holy Spirit, to have a clean heart towards others, where would microaggression exists in the first place?

As a CEO I believe setting up the right culture from the beginning whenever possible is very powerful. That being said we do not always know when brining in new team members what their unknown biases are. Having policies in place ahead of any issues presenting, will help the whole team know what is expected of them. On top of that, circling back through these policies in an educational/informative way throughout the year will be helpful in sparking conversations and discussions. This can engage the team in personal development around awareness of their own unknown biases and how to change them.

Seeking support can look very different; we like to think its big and obvious, when in reality, support is a quiet nod as you pass, a resource being sent your way, or a simple treat left to make you smile. Ultimately, don't overlook the small supports that hold up the main structure- they are the key to stabilize yourself and truly deal with the ongoing microaggressions we face daily.

Oftentimes, microaggressions are formed from a lack of understanding, education or respect. By building a culture of diversity, acceptance and innovation- we may begin to scratch the surface of these microaggressions and build a community together.

Building resilience and inclusion amid microaggressions is vital. As leaders, we must foster a respectful, diverse environment, setting clear expectations and modeling inclusive behavior. Investing in diversity training and encouraging open dialogue are key steps. Together, we can create a workplace where everyone feels valued and included.

A significant factor in preventing microagressions lies with the leader's own behavior. When leaders act in ways that promote understanding and fairness, it directly impacts the atmosphere of the workplace. Research (Cao and al., 2022) shows that how a leader acts can either reduce or increase workplace aggression. Leadership that focuses on positive change, strong relationships, and ethics tends to decrease aggression. On the other hand, leadership styles that are passive or destructive, such as those that are abusive or self-centered, can increase aggression. Among all leadership styles, ethical leadership stands out as the most effective in reducing workplace aggression. In short, it's essential that leaders set the right tone.

In my experience, building resilience and inclusion in the face of microaggressions may not always be the most effective approach. Hence, consider addressing the root cause of microaggressions by fostering a culture of open communication and empathy. Encourage honest conversations about diversity and inclusion, allowing team members express their concerns and experiences freely. By addressing these issues directly, you can create a more inclusive and respectful environment, minimizing the occurrence of microaggressions and promoting a genuine sense of belonging for all team members.

When microaggressions are allowed to incubate we only muddy the water of innovation and slow progress down. As a society, many of these microaggressions are acceptable - even celebrated and it needs to change. As leaders we need to take a stand and build a culture where we discuss differences, accept others positive attributes without intimidation and constructively challenge areas that need growth.