Talking about ethnic diversity in the workplace Talking about ethnic diversity in the workplace Responding to The role microaggressions and bias of privilege Despite an increased awareness of racial microaggressions, observers witnessing someone perpetrating Privilege refers to an unearned microaggressions against another person often do not know what to do, experience a sense of shock or surprise advantage or entitlement based and struggle to determine how to respond quickly and effectively. This occurs because observers are typically upon an individual’s characteristics, unsure about what actually occurred, are concerned about negative repercussions that may occur if they do including (but not limited to) their respond, perceive that it may be better do to nothing, or somehow convince themselves that what observed really ethnicity, race, gender identity, did not happen. Consequently, racial microaggressions often go unchecked and result in racial battle fatigue. sexual orientation, socio-economic status or religious belief. It influences When a microaggression occurs, we all have a moral Challenge the stereotype and/or offer systemic and social norms, resulting duty to respond and here are some tips on how to do that: alternative perspectives. in inequalities that tend to serve and Restate or paraphrase. “Actually, in my experience...” “I think that’s a stereotype. benefits some groups over others. “I think I heard you saying (paraphrase their comments). I’ve learned that...” “Another way to look at it is ...” Having privilege does not mean you Is that correct?” Promote empathy. have not worked hard to get to where Ask how they would feel if someone said something like that you are, or you have not encountered Ask for clarification or more information. your own personal struggles during “Could you say more about what you mean by that?” about their group, or their friend/partner/child. “I know you your life; having privilege is recognising “How have you come to think that?” don’t like the stereotypes about (their group), how do you that your cultural heritage, ethnicity, think he feels when he hears those things about his group?”, gender identity, sexual orientation Separate intent from impact. “How would you feel if someone said that about/did that or other demographic characteristics “I know you didn’t realize this, but when you (comment/ to your sister or girlfriend?” have not been one of the factors behaviour), it was hurtful/offensive because... Instead Tell them they’re too smart or too good to say that has made your life more difficult you could (different language or behaviour.)” things like that. as a result. Share your own process. “Come on. You’re too smart to say something so offensive.” “I noticed that you (comment/behaviour). I used to do/say Pretend you don’t understand. that too, but then I learned….” As people try to explain their comments, they often realize Express your feelings. how silly they sound. “I don’t get it...”, “Why is that funny?” “When you (comment/behaviour), I felt (feeling) Remind them of the rules or policies. and I would like you to...” “That behaviour is against our code of conduct and could really get you in trouble.” 10 11