Microaggressions in the Workplace

Harvard professor and psychiatrist Dr. Chester Pierce faced a specific form of discrimination in the 1970s. He described it as ‘subtle, mind-boggling, often automatic, and nonverbal exchanges that ‘put black people down’. While Pierce’s research at the time focused on black people, microaggressions are familiar to all people of color. In short, micro-aggressions are small, subtle forms of bullying and discrimination that are easily brushed aside.

Significant is that it is often not intended that way and looks like a compliment. In this session, Laure teaches you to discover all microaggressions from ‘Have a nice evening, part-timer against a part-timer, to ‘Which one of you gave birth to the child?’ to a gay couple, to ‘You are really good at English for an expat’. Laura takes you into how subtle these expressions are, how intense they can be experienced, how you can discover them and how you can speak to others about them.

During the expert session, Laura Te Hennepe engages the audience through interactive exercises using the Mentimeter app, thought-provoking questions, and encouraging participants to share personal experiences related to psychological safety in various systems. 

• Embracing Vulnerability for Psychological Safety: Being open about our feelings and experiences is essential for creating a psychologically safe environment in both personal and professional contexts.
• Addressing Impression Management and Pain Avoidance: Recognizing the tendencies of presenting the best version of ourselves and avoiding uncomfortable situations can help us create more authentic connections and foster psychological safety.
• Leading with Empathy and Active Listening: Encouraging open communication, active listening, and empathy allows individuals to feel valued and respected, ultimately leading to a more psychologically safe environment for growth and collaboration.

In this expert session, Laura Te Hennepe delves into the significance of psychological safety in various systems, such as organizations and relationships. She shares her experience as an inclusion strategist and trainer, underlining the necessity of creating a safe environment where individuals can bring their authentic selves and address their vulnerabilities. The speaker highlights two tendencies that impede psychological safety: impression management and the avoidance of pain. Impression management refers to the instinct to present an idealized self, while the avoidance of pain is a natural response to fear or potential harm. However, these tendencies can lead to self-censorship, potentially hindering team dynamics and daily work.

Laura also emphasizes the importance of normalizing conversations around vulnerability and personal challenges in both professional and personal contexts. She encourages open dialogue about emotions and experiences, as this fosters understanding, empathy, and overall well-being.

To create a psychologically safe environment, Laura suggests several actions. First, one must be aware of one's own biases and assumptions and identify the root cause of any discomfort. This can help individuals address underlying issues and promote safety within their teams. Secondly, practice active listening and empathy by truly understanding another person's perspective. By fostering respect and inclusion, collaboration and team growth can be achieved. Lastly, challenge the status quo in a positive manner by openly sharing ideas and encouraging others to do the same.

Laura also emphasizes the role of leaders in fostering psychological safety in the workplace. Leaders should create ground rules, set values, and facilitate constructive conversations and conflicts. By being vulnerable themselves, they can inspire their teams to do the same and ultimately build a more open and collaborative work environment.

No other sessions available at this moment.