Below is a blog I wrote on diversity and inclusion in the workplace. 

Diversity and Inclusion and the Challenges they Face in the Workplace 

Hello everyone! In this blog, I am going to discuss very relevant topics-diversity and inclusion. I’m sure you’ve heard of diversity and inclusion being talked about in your life- whether it’s in school, within your organization, or in general communities. As our schools, organizations, and communities are becoming more diverse, it is vital that we incorporate inclusion. 

Unfortunately, as environments become more diverse and inclusive, challenges occur that make their fostering difficult.  

In this blog, I’ll discuss diversity, inclusion, and the challenges- intersectionality and microaggressions- that inflict them.  

First, let’s take a step back… What is diversity? What is inclusion? Are they the same? 

Diversity is having a combination of individuals of different race, gender identity, culture, age, etc. According to Dr. Davis, diversity is thought as “counting the heads”, meaning it is what makes individuals unique (eSpeakers, 2019). For example, I work in a very diverse environment that contains people of ages 16-65; white, black, and Pacific Islander races; Hispanic and Latino ethnicities; multiple gender identities (cisgender, transgender, and nonbinary); and cultural backgrounds. 

Inclusion is a process that creates a sense of belongingness and encourages people to be their authentic selves (Northouse, 2022). According to Dr. Davis, inclusion is thought of as “making the heads count”, meaning it is about establishing a culture where all individuals feel accounted for and appreciated (eSpeakers, 2019). At Target, we integrate inclusion by ensuring all team members feel safe, respected, and belonged. To do this, it is verbally told to team members, expressed on various signs, and team leaders are always open to different ideas and hearing others’ ideas.  

Often, these words are intertwined and/or used as synonyms of each other. It is very important, especially for leaders, to recognize that diversity is not the same as inclusion. Below are representations of each to help you understand the difference. 

Diversity pertains to an individual’s traits, while inclusion pertains to actions. We use inclusion to promote diversity.  

Challenges that Arise in Diverse and Inclusive Environments 

Although inclusion creates a positive environment where diversity is promoted, there are challenges that can come along with it. Some people who do not agree with inclusion can foster a negative environment through stereotyping and discriminating. To be on the lookout for these actions, leaders must understand intersectionality and be able to identify and work with microaggressions.  

What is Intersectionality? How is it a Challenge? 

Intersectionality is an interconnected nature of diverse aspects such as race, gender, sexual orientation, and class that apply to an individual that lead to overlapping systems of discrimination and disadvantage (ADP, 2020). Dr. Kimberle Crenshaw explains that social issues, like the fact that African American girls are six times more likely to be suspended from school than white girls, is a problem based on intersectionality. It is both a gender and race problem- not one or the other (National Association of Independent Schools, 2018). In other words, classifying people based on their diverse traits and treating them unfairly because of such traits is an intersectional problem.  

The visual below show traits that intersect the individual’s identity. The combination of these traits can lead to unfair treatment in the workplace, especially since they are considered minority groups.  

Microaggressions 

Microaggressions are subtle indignities enacted toward an individual (or group) based on race, gender identity, class, sexual orientation, or any differences (Day-Vines, 2020). They are forms of emotional and verbal violence. Sometimes people have feelings of hatred toward others because of their differences and express their hatred through microaggressions. As we are working in more diverse workforces today and are incorporating inclusion, it is vital that we can recognize microaggressions and address them. If they are not recognized/addressed, the inclusive process can be negatively interrupted.  

Handling Microaggressions

First, it's important that we recognize the three people involved in microaggressions:

• Target - The person that the microaggression is made toward.

• Bystander - The witness of the interaction.

• Perpetrator - The person who enacts the microaggression. 

What should each individual do?

The target should tell the perpetrator that the comment/action was not wanted. They can also ask the perpetrator's intentions behind the comment/action (Day-Vines, 2020).

The bystander should stick by the target's side. Sometimes, the target does not want the bystander to intervene and they should wait for the target to give permission for them to intervene. No matter the circumstance, the bystander should take the target's lead (Day-Vines, 2020).

The perpetrator should give an authentic apology after the target tells them that the comment/action was offensive and not wanted. They should also ask themselves "why did I say that?" (Day-Vines, 2020). This will help them think deeply about their intentions behind the comment/action and identify areas where they may need to re-evaluate discriminatory thoughts. 

References:  

ADP. (2020, February 5). What is intersectionality and why is it important? [Video]. YouTube. https://youtu.be/3qhadch9oDo 

Day-Vines, N. (2020, Dec 13). You gon’ learn today – Microaggressions 102. [Video]. YouTube.  https://youtu.be/6fod7h7P9r0 

eSpeakers. (2019, Mar 21). Dr. Shirley Davis: "Diversity vs. Inclusion - Do you know the difference?". [Video]. YouTube. https://youtu.be/Jjt3JhZYgLY 

National Association of Independent Schools (NAIS). (2018, June 22). Kimberle Crenshaw: What is intersectionality? [YouTube]. https://youtu.be/ViDtnfQ9FHc 

Northouse, P. (2022). Leadership: Theory and Practice, 9th Edition. Sage.