RECOGNIZING & ADDRESSING MICROAGGRESSIONS
24th of October 2023
ABSTRACT:
According to Dr. Derald Sue, microaggressions communicate intimidating, offensive,
or otherwise negative messages to target persons based simply upon their
marginalized group membership. If microaggressions occur in the workplace and
are not properly dealt with a negative environment will surely begin to spread
impacting on employee engagement and overall employee experience.
In this HR International Square, we will hear from leaders on how to strengthen the
capacity to recognize microaggressions and what practical strategies can be
taken to stop them taking place again.
Rich Robles
VP & Chief Diversity Officer
BOSTON CHILDREN'S HOSPITAL
KEY POINTS
Micro-invalidation.
How do we categorize as microaggressions / microassaults?
Empowering people to raise hands and ask to better explain what has been said.
Laetitia Tierny
Director Inclusion, Diversity, Equity & Action (IDEA) EMEA
VF CORPORATION
KEY POINTS
Micro-aggressions vs Micro-advantages.
The mosquito effect: emotional and psychological harm caused by microaggressions and effect on the organisation culture.
When coming from leaders the results of microaggressions can be alienation and mental health issues
Education and training have a critical role in fighting microagression
Öykü Api
Head of HR
GULF
KEY POINTS
Differences of 3 forms of microaggressions: microassault, microinsult, and microinvalidation.
Microaggressions are indirect and subtle discrimination
We have the tendence to label people.
Microaggression is linked to our conscious and unconscious biases.
Chika Idoko
Regional Head of Equality, Diversity and Inclusion - Sub Saharan Africa
BRITISH COUNCIL
KEY POINTS
Subjects of discrimination: Age – gender - disability – nationality - sex orientation - region belief.
Impact on the individual.
It’s important that HR is onboard, and that policies help.
It’s important that people feel safe, valued, and heard.
Abel Buko
Sustainability Manager
ZIMPLER
KEY POINTS
Understand the impact of the choice.
Vocabolary is the largest part.
Protection is from leadership.
Jemima Bradbury Wade
Former PepsiCo Head of DEI & Chair of Europe’s largest FMCG & Retail gender equity network, LEAD
PEPSICO
KEY POINTS
Differents between intenction & action.
Allyship: a process of continuous learning for all Pep.Employees.
Ask yourself "flip" questions.
Reduce bias "in the situation".
THANK YOU!
Discover our next HRC Squares:
- CULTIVATING A CULTURE OF EMPATHY & WELLBEING on 14th of November
- EMBRACING THE COMPLEXITIES AND CHALLENGER OF TA IN DEVELOPING MARKETS on 15th of November
Discover the complete program:
