The macro effect of microvalidations

"Where are you exactly from?" "Your name is too hard to pronounce." "You were quite assertive in the meeting today despite being a woman."

Despite being a part of an inclusive workplace, our unconscious bias can often find its way in the form of negative comments. From assumptions to stereotypes, our own ingrained but incorrect knowledge can become the source of someone else’s workplace stress. Microaggressions have earned their name due to the tact with which these statements are made. In the long run, the impact is actually exponentially adverse and amplified.

Though traditionally the targets have been marginalized communities, absolutely any individual belonging to any group or hierarchy might have to face the severity of such exclusion. Getting trained to become aware of how to prevent these intentional and unintentional insensitive remarks is the very first step toward an inclusive workplace environment.

However, it’s far from a proactive strategy that can consistently fight against discrimination.

Validation to fight exclusion

Aspects of identity such as race, colour, gender, and sexual orientation neither reflect the strengths of an employee nor affect their productivity and performance. However, these details become the basis on which they become the targets of microaggressive acts. Gradually, the emotions of withdrawal and alienation get associated with the workplace community, and their productivity suffers simultaneously. The inability to reach their potential begins to damage their self-esteem.

Recognizing an employee for their creative input, appreciating their innovative ideas, and utilizing their skills do the opposite – they increase employee productivity and satisfaction. These micro-validations restore the faith of an employee in their own potential and the organization.

How to make validations more valuable?

To most people, what appears to be casual polite behaviours is nothing but an extension of compassion, which employees who have been undervalued never get to experience. When practiced consistently and sincerely, they can work toward reducing the damage that microaggressions have done.

Welcome dissent: In research conducted by McKinsey, it was found that nearly 33.33% of employees belonging to the LGBTQIA+ community experienced microaggressions. Apart from being interrupted and having their area of expertise challenged, 29% of those who were part of the survey reported feeling discomfort talking about mental health issues.

When judgement or being ignored is a constant fear, voicing your authentic opinion becomes a challenge. So, when an employee from an underrepresented group expresses disagreement on a matter, appreciate their courage. It validates their perspective and makes them realize that their view is not only welcomed but also appreciated.

Criticize constructively: Feedback plays an essential role in helping an employee meet set expectations and reach high standards. However, stereotypes can influence responses, both positive and negative. When you see an individual from a perspective that is based on a generalized viewpoint of any of their identities, then judgement can get flawed.

Consider a scenario where a new intern, whose first impression was that taking charge would not be one of their strengths,?belonged to a minority community. If they not only overtook responsibility for the entire assigned project but also exhibited leadership traits, the outlook about them would change. However, in an ideal condition, they should be held to the same high standards as everyone else, regardless of the difference in their identity.

Acknowledge the challenges: Whether it is due to intersectional identity or other demographic status, the non-stereotypical leader has to experience disapproval. Their leadership potential and decision-making capabilities are questioned. It gets even tougher for the emerging leaders, who have neither an example to look up to nor a community that invests in their growth.

Ensure that they have access to ample and exciting opportunities where they get to nurture their expertise and gain new experiences. Involve them in significant discussions and acknowledge their viewpoint. Limiting affirmative action to verbal communication won’t suffice. Accompany with words and actions that can support an employee’s growth.

There is no exhaustive list of how microvalidations can be practiced. The best way to affirm people’s presence and position in the workplace is to recognize that there are diverse ways to value and validate people. Compassion through inclusive usage of language and affirmative and active investment in making the workplace community safe and secure for everyone.