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Micro-affirmations: Combating Bias in the Workplace

Updated: May 30

Recent events have underscored the need to combat bias in all its forms, including the subtle ways it manifests in the workplace. Unconscious bias – preconceived notions we may not even realize we hold – can lead to micro-aggressions, tiny, often unintentional behaviors that can make colleagues feel excluded or disrespected.





What are Micro-aggressions?

Micro-aggressions are subtle behaviors, like interrupting someone or making assumptions about their abilities, that communicate negative messages based on someone's race, gender, ethnicity, or other personal characteristics.  These seemingly small actions can create a hostile work environment for the target.


The Problem with Unconscious Bias:

Unconscious bias, often stemming from societal norms and stereotypes, can lead to micro-aggressions.  These, in turn, can have a significant negative impact on employee morale, engagement, and productivity.  They can lead to increased self-doubt, decreased motivation, and a sense of exclusion.  Furthermore, when employees feel targeted by micro-aggressions, they may be hesitant to speak up in meetings, take risks, or share their ideas.  This can hurt creativity, collaboration, and innovation.


The Power of Micro-affirmations:

The good news is that there's a way to counteract unconscious bias and its negative effects: micro-affirmations.  Micro-affirmations are small, intentional behaviors that communicate respect and value for someone's identity.


Here are some examples of micro-affirmations:

  • Actively listening and maintaining eye contact when someone is speaking

  • Using inclusive language

  • Remembering and using people's names correctly

  • Acknowledging and celebrating people's achievements

  • Calling out interruptions and creating a safe space for everyone to contribute


Building a More Inclusive Workplace:

Leaders play a crucial role in combatting unconscious bias and fostering a more inclusive workplace through micro-affirmations. Here are some steps leaders can take:

  • Raise awareness:  Educate employees about unconscious bias and its impact.

  • Promote accountability:  Encourage employees to call out micro-aggressions in a respectful way.

  • Lead by example:  Model inclusive behavior by using micro-affirmations and showing respect for all employees.

  • Create safe spaces:  Provide opportunities for employees to share their experiences and concerns.

  • Invest in diversity and inclusion training:  Equip employees with the skills to recognize and address micro-aggressions.


By taking these steps and actively promoting micro-affirmations, leaders can create a workplace where all employees feel valued, respected, and empowered to do their best work.

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