Microaggression: What at first sounds like a small and insignificant misbehaviour of a single person can have a big impact on marginalised people. This is because microaggressions often add up in everyday life. They have a very negative impact on individual well-being. To make the work environment more inclusive, we need to take a closer look at microaggressions. The term microaggression comes from...
People always see the world through the lens of their own identity. This lens is shaped by cognitive thought patterns that affect judgement: these are the Unconscious Biases. They are considered one of the big barriers to Diversity & Inclusion strategies. That's why I'll explain how you can make fairer and better decisions on the job with five examples of unconscious biases.
Inclusion and unconscious bias do not go well together. They are like magnetic poles that repel each other. Why? Simple social psychology: if biases are not actively challenged, teams are formed primarily on similarities. An effective Diversity & Inclusion Strategy helps to act more bias-consciously. But why do people often act in an unconsciously exclusionary way? This is socio-psychologically...
Many companies that want to develop a diversity strategy first of all set themselves a goal. This usually means: we would like to see more women, for example in boardrooms, management positions and tech and IT areas. But that is too short-sighted. Intersectionality is needed. What that is and how it works on the job, read...
Diversity & Inclusion only works if your company develops measures in all areas of the company, tests them, implements them, discards them or finds them good, and then starts again from scratch. In short, it is a process and it is quite extensive. Therefore, my tip is quite simple: start with yourself. I will explain to you how. ...