Virtual Microaggressions

I am curious how companies and leaders are honoring commitments to build and maintain a diverse, inclusive and equitable workplace during this global crisis. In addition to the challenges we faced coming into this crisis, there are behaviors emerging which have the potential to set us back. Navigating a new world in which we are predominantly, if not exclusively, collaborating virtually makes accountability critical. If you care (and let's be honest, not every leader or organization does) about creating and maintaining a diverse and inclusive culture, have the courage to hold yourself and others accountable when you fall short.

Microaggressions are "the brief statements or behaviors that, intentionally or not, communicate a negative message about a non-dominant group". They are often subtle which makes them harder to shake off than more overt forms of discrimination. This is troubling considering these are everyday occurrences for many women and BIPOC members of our workplace community. Let's face it, microaggressions have always had a place in team meetings. However, we are now experiencing them in new ways on virtual calls.

To put this into context, here are examples of how this this shows up: An agenda with a speaking order is shared prior to a leadership team meeting. The meeting kicks off and several white male colleagues join a few minutes late. After joining, they disregard the agenda and presentation order and dominate the conversation (#1). Time runs out before any of the BIPOC or women can share their update (#2). Or, let's say a BIPOC or woman gets an opportunity to share an idea or perspective on a call. While speaking, their white male colleagues are looking down at their phones, perhaps texting or engaged in another dialogue (#3). Maybe they even turn their camera off while the BIPOC or woman is talking (#4). After sharing an idea or perspective, there are several placating responses such as "thanks" or "does anyone else have anything to share" (#5). The next person that shares is a white man. He shares something similar, or often identical to what was previously shared. After he’s done sharing, he gets credit and recognition for what he said (#6).

Each of these examples, albeit small, demonstrates a way in which a leader can send a message about who's voice is most valued. What message are you sending?

You don't have to be physically present for your bias to be seen. Discrimination doesn't hide behind your phone or screen.

Consider how you are perceived and how your leadership leaves people feeling. Consider how you show up, with intentionality, for the diverse talent at your company. Inclusive leadership isn't inviting someone to the "table" (or conference call). That's not enough. Inclusive leadership is intentionally treating your diverse colleagues with respect, seeing them as equals and empowering them to contribute boldly.