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.

Panellists:

Rich Robles | BOSTON CHILDREN'S HOSPITAL

Laetitia Tierny | VF CORPORATION

Öykü Api | GULF

Chika Idoko | BRITISH COUNCIL

Abel Buko | ZIMPLER

Jemima Bradbury-Wade | PEPSICO

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: