Thursday, March 9, 2017

How Good Leadership Can Minimize Microaggressions - FORBES

by Theodore Henderson
Originally published: March 7, 2017

Would your company leadership consider the following to be "good-natured" joking in the office: unwanted "compliments" toward attractive female co-workers, a disabled co-worker being made the subject of some jokes, or a male co-worker being mocked because he isn't considered masculine enough? No, because these employees are not being made to feel welcome.

Employers should care about this type of workplace behavior not only because they should want to be good corporate citizens, but because this sort of discriminatory behavior is harmful in business. So much so that legislation like Title VII of the Civil Rights Act of 1964 and The Civil Rights Act of 1991 was passed to address various types of overt workplace discrimination.

But there's one thing these acts cannot address that you as a leader can: a new form of discrimination called microaggression.