I still find it strange that organizations thriving on exclusivity are leading conversations about inclusion. As one of my closest friends often says, “It’s easy to have strong opinions on such issues from your gated community or penthouse apartment.” Even when they have the best intentions, corporate executives, elected officials, and mega-rich celebrities might not be the best people to charge with the task of fostering environments where everyone feels included. It’s up to the rest of us, and it starts with our day-to-day interactions.
A Personal Reflection
Several years ago and before the pandemic, I started my Saturdays with a grocery run at 8 AM sharp to avoiding the snaking lines that come later in the day. The pleasant interactions with the cashiers at my neighborhood store usually set the tone for my day. It’s not that the cashiers remembered me, like they did in the store near my mom’s house in Kentucky, but the ones at this New York City store seemed to enjoy their jobs and enjoy talking to customers.
One weekend, my encounter took an unexpected turn. As I approached the cashier, her greeting was somewhat tentative, and I couldn’t help but notice her diverted attention towards the adjacent register. Reflecting on the exchange, I wondered if my appearance—perhaps my fair skin—had inadvertently made her uneasy. It was striking how effortlessly she conversed with the young man next to her, whose complexion mirrored her own. While I considered the possibility that she may have harbored a crush on him, I couldn’t shake the notion that my unexpected kindness, as a middle-aged white woman, might have caught her off guard. This made me sad for all of us.
Had past encounters with individuals who resemble me left her wary? As a trauma survivor, I understand how encounters with people who remind me of my attackers can cause involuntary reactions, despite my best efforts.
How do we navigate this fragile terrain of implicit bias and create more inclusive cultures?
It begins with acknowledging that even the most well-intentioned among us are susceptible to unconscious biases, which can manifest in the form of microaggressions. These subtle, often unintentional behaviors can have profound effects on individuals, perpetuating feelings of exclusion and alienation.
Inclusivity in Our Workplaces
Although it’s not solely their responsibility, employers play a pivotal role in fostering inclusion within their organizations. Here are some tips to cultivate a workplace culture where diversity is celebrated and individuals feel valued:
- Raise Awareness. Provide training and workshops on implicit bias and microaggressions to help employees recognize and mitigate their unconscious biases. Encourage open, yet compassionate dialogue about these topics to foster a culture of awareness and accountability.
- Lead by Example. Set the tone from the top by demonstrating inclusive behaviors and actively challenging biases in decision-making processes. Leaders who prioritize diversity and inclusion send a powerful message to their teams.
- Promote Diversity Initiatives. Implement diversity initiatives such as mentorship programs, affinity groups, and diversity recruiting efforts to ensure that all voices are heard and represented within the organization.
- Establish Clear Policies. Develop and enforce policies that prohibit discrimination and harassment in all its forms. Provide clear channels for reporting incidents and ensure that complaints are promptly, thoroughly, and fairly investigated on a consistent basis.
- Foster a Culture of Mutual Respect. Create opportunities for employees to connect and build meaningful relationships across differences. Encourage team-building activities that celebrate diversity and promote mutual respect of all employees.
By taking proactive steps to address implicit bias and promote inclusion, employers can create environments where every individual feels valued, respected, and empowered to contribute their unique perspectives and talents.
Inclusivity in Our Communities
Sometimes, we are the first to exclude. Then, we wonder why others put up their own walls. Notice if you are the first to exclude someone because they look different from you and your loved ones. Consider whether your assumptions are true. Test them by having a conversation with someone who seems to have nothing in common with you. What you might learn is that it is not the other who is keeping you on the outside.
Need more practice challenging your biases?
How to Create a Diversity Training Program for Your Business