Fast Company’s Post

The subject of microaggressions in the workplace is a fascinating topic. On face value it is a subtle form of discrimination which can permeate organisational cultures, causing severe damage to individual wellbeing. However, when deconstructed, it also poses many questions about reliability due to its subjective nature and the influences of self identity and group dynamics. Would one marginalised individual find hostility where another would not? Does it occur with malicious intent or unconscious ignorance and how can you decern between the two? This form of prolonged abuse often goes unreported as the receiver faces the internal challenge of making this decision, but does the difference matter? Ultimately, does microaggression come down to the eye of the beholder before crossing the line into clear identifiable discrimination, and if so how can this be managed within an organisational setting? 🤔🤔

Did you know research suggests 15-20% of the world's population exhibit some form of neurodivergence? Yet, according to this insightful article from Ludmila Praslova in HBR, "Most of the 'common' workplace practices are established for neurotypicality..." Dr. Praslova explains: "Along with flexibility, belonging is key for neurodivergent employees. When organizations respect our identities and support people bringing their authentic selves to work, everyone has the opportunity to succeed." How does your company prioritize belonging for 𝘢𝘭𝘭 employees?

Five ways you can support your neurodiverse colleagues at work… A recent study showed that at least 15% of the UK population has a neurodivergent condition. This includes autism, ADHD, dyslexia, and Tourette’s. However there is still a stigma attached to the neurodiverse community, especially in the workplace. 65% of neurodiverse employees feared discrimination at work (https://lnkd.in/eE9_5iQr) So what can we do to support our colleagues so they can be their authentic selves? - Acknowledge and embrace people’s identities A diverse workplace means diverse ideas and solutions - Focus on the person, and not the condition Everyone will have their own needs - don’t lump them all together - Be clear & concise with communications If you’re putting in a meeting or a ‘quick catch up’, give context so the other person doesn’t panic - Be proactive with your learning This is the best way to avoid assumptions or preconceived ideas - Be patient! Navigating the work landscape can be daunting for neurodivergent colleagues and some days might be worse than others. Give them extra time to process tasks and collaborations. Do you have any other ideas we can support each other? Let’s start a helpful thread in the comments :)

Telling bullied targets to “just find another job” rings hollow especially for older workers, as explained by this post written by David Yamada. I would also add that at least in the US, connecting healthcare access to employment makes it exceedingly difficult for bullied targets to find a new job if they or their spouse/dependents have medical issues that require consistent access to healthcare. Excerpt: “…older workers who lose their jobs face significant challenges obtaining comparable employment. Statistical data and anecdotal accounts relating to unemployment at middle age refute any assertion of a genuine economic ‘recovery.’ It follows that middle-aged bullying targets who lose their jobs often face a triple whammy: First, even after leaving their jobs, many must confront the mental and physical health impacts of being treated abusively. Second, they re-enter a job market increasingly hostile to older workers, while carrying the baggage of that terrible experience. Third, these challenges often have a significant impact on their personal finances, requiring them to draw heavily upon savings and retirement accounts to stay afloat.”

Neurodiversity awareness is essential in all businesses because then we can fully harness the superpowers of all our people, together. One of the main reasons I am investing in my Thrive Neurodiversity & Mental Health training is so I can champion this awareness. What are you doing? #bethechange #neurodiversity #clarity

"They need to go to a therapist, not their boss or HR person" Someone said this to me in a comment thread recently, and I haven't been able to get it out of my head. I am not going to say this person was wrong.  I am going to say they are too optimistic. The fact of the matter is the "leave it at the door” era is over. Over the last 4 years, Leaders have had to figure out how to navigate conversations on: - COVID-19 - The Black Lives Matter movement - Roe V. Wade - LGBTQIA inclusion and safety - The US physician shortage - The childcare crisis - The growing calls for more expansive parental leave and support - A new generation of workers that are more open on their struggles with mental health.  - [Insert any other hotly debated topic here] I know this as I have been in these conversations.  Some may feel these topics should be kept out of the work place, that’s just not reality anymore. I’ve had my fair share of situations where I could have said “you should save this for your therapist”... But instead, I listened.  I sat with folks in their sadness, anger, grief, frustration, etc.  When appropriate, I weighed in.  Or in some moments, I said “I don’t think I am the right resource to help you with this, let’s figure out how we find that for you.” There’s no playbook for this in any kind of HR Certification or Leadership Training, at least that I am aware of. All I could do was follow my gut, and my heart, and try not to say anything out of line. It’s why I hammer on so much about this “building more human workplaces” thing.  I know it isn’t leadership's or HR’s job to fix the ills of the world. However, I believe it is our job to understand how the human experience weaves itself into the workplace. 💭 How we can tell the difference between moments where we need to be “the boss” or “HR” versus a “fellow human being” ❤️ How we can balance compassion with accountability.  🤝 How we can build trust and hopefully loyalty with those we wish to keep on our teams.  🎯 How we can build better businesses while also acknowledging all of the s**t that is outside of our control. Which is why [drumroll please 🥁 ] I’ve created my own leadership training to dig into these nuances. It’s called The Deep End. 🏊♀️ A Leadership Training for growing start-ups, rooted in reality, designed for the future of work. Real examples. Thoughtful discussions. Human centered approaches. No cheesy acronyms. If there's someone you know who might be interested in this program, tag them in the comments, share this post, or hit that little repost button. If you want to be part of the conversation, follow me and stay tuned. Beta group opening soon. Let's build a more human workplace.

Fairness - just treatment, good judgement, right pay/compensation, moral behavior, and fair opportunities. Is it always fair? Many people across different working platforms have stepped up to share their unfair treatment within their working environments. The facts don't lie, #bullieswithsuitsandskirtson ensures that fairness is not the Norm. Why is that? My name is Shannon Washington, and I was a victim of #workplaceabuse. This abuse, left me traumatized, out of work, and psychologically damaged. So before we say to anyone "Get Over It"!! Please note that damage has been done. My then Director displayed narcissistic behaviors, gaslighting, witch-hunting, manipulative/lying, and discriminatory behaviors, towards myself and other staff members. Nothing like documenting everything, speaking with direct leadership, going to HR about this constant harassment. Being unseen, unheard, and not important enough to be validated as a human being or individual. Just saying So how can fairness be implemented across the board? By holding #bullieswithsuitsandskirtson accountable for their actions in leadership roles. Having a Title does not mean Leader. These #bullieswithsuitsandskirtson need to be removed from these positions. Leadership needs to care for its employees versus the latter. Good leadership plays a critical role in workplace fairness. Let's work together to create a better and more equitable workplace for everyone. In the meantime, while we are waiting for CHANGE to Happen....Take care of yourself. I do this by being honest with myself that something happened to me. I tell myself it was Not my fault. I also tell myself that I am Worthy. My favorite, Therapy/talk it out. And if you just need to get away go for a walk, it will boost your mind. Trust me those "Bills" will be there when you get back, so GO! Having Good Mental Health is Important. #endworkplaceabuse #unmuted2voice #fairness #workplaceequality

For Mint, I wrote on workplace microaggressions - words or actions that disrespect aspects of our identity, spanning race, gender, sexuality, appearance, socioeconomic background, disabilities, and more - and their impact on employees and organizational culture. These seemingly innocuous remarks are common everywhere, but their impact ranges from mild annoyance to deep hurt, potentially causing depression, stress, and burnout over time. The influence of rampant microaggressions transcends the individual, and permeates organizational culture, creating a distrustful and challenging environment. Online link for easier reading https://lnkd.in/gGwFmJ4R

Your workplace is NOT your family. Your family is YOUR family. Your supervisor is NOT your parent. Your colleagues are NOT your siblings. Within days of resigning, 99% of your colleagues will disappear. You'll likely NEVER see them again. You'll likely NEVER communicate with them. Only ~1% will REMAIN in touch as friends. So, treat work as work. Respect professional relationships. But don't intertwine emotions. Many fall victim to emotions, to the point where they don't even demand what they rightfully deserve... 🔹 Advocate for a salary raise when necessary 🔹 Seek a promotion when you've earned it 🔹 Confront toxicity when required Finally, 🔹 Move on when the time is right! Don't replace your family with your workplace! 🚀 🔥 💯 #WorkLifeBalance #ProfessionalBoundaries #CareerAdvice #EmotionalIntelligence #SelfAdvocacy #MoveOn #FamilyFirst

Good read. “It focuses on what organizational psychologists call the psychological contract — the set of things that employees and employers believe they owe each other and are owed in return. Many of these beliefs are societal in scope. Others emerge from personal experiences on the job. But for the psychological contract to hold up, you need both mutuality (both parties have a shared understanding of expectations) and reciprocity (both parties believe they're getting a fair deal). Do that, and you generate the kind of trust and loyalty that leads to high productivity and low turnover. Fail to do that and — well, that's where we find ourselves right now. A world in which the psychological contract is profoundly broken.”