Tis the season for an influx of workers (i.e., graduates, interns, etc.) to enter the workforce. Training and conversations are occurring to set workers up for success. In a recent webinar with college interns, descriptors associated with the “younger generation” and the “older generation” conjured up negative stigmas that cited difficulties in communications and effective working relationships. The conversation continued touching upon challenges dealing with microaggressions in the workplace. As a reminder, microaggressions are subtle actions or behaviors that undermine and cause harm to the intended. One example of such microaggressions that interns and new graduates face could include an underlying message that valuable contributions are unwelcome due to experience and age. Gender, sexual orientation, abilities, race, and other microaggressions can add more complexity to the workplace experience.
Below are six suggested strategies to support new workers who expect an inclusive environment but instead experience exclusion challenges. In the case of microaggressions, these tips can aid new workers in effective handling.
- Avoid ignoring the micro or macro slight. Ignoring harmful actions and behaviors deprioritizes importance and effects. Mental and physical health implications are common if exposure to microaggressions continues without a solution. Therefore, timely feedback to communicate impact and discern intent with outlined steps to correct future interactions is prudent.
- Plan for microaggressions. Assume that at some point in one’s career, there will be a micro or even macroaggression that causes unnecessary stress. Outline potential microaggressions that have been previously experienced, shared, or imagined. Then come up with a solution for handling. Update frequently to build leadership skills. Inclusive Leaders can expand their leadership toolkit by developing strategies to handle microaggressions.
- Pause before acting. Consider the impact of reactive actions that can tarnish a leadership brand when contemplating the immediate handling of microaggression occurrences. Instead, take an intentional pause to allow reflection and space for strategic handling; as such, there is savvy in maintaining executive presence and leadership brand. Additionally, taking time to process situations allow for additional insights to surface. Being self-aware will also provide clues that indicate an extended break is necessary to exit harmful conditions.
- Partner up instead of going solo. Creating a framework that leverages the pairing of inclusive buddies/partners to support career journeys will help college interns and graduates better navigate the workplace. An inclusive buddy relationship should be specific, with the needs of both parties outlined upfront and ongoing relationship nurturing. Equate the inclusive buddy role to that of a sponsorship role. Meaning buddies can act as “wing persons” willing to intervene, acknowledge, and provide support in handling the microaggression occurrence for the college intern/graduate.
- Stay educated on organization policies and practices for fostering an inclusive workplace. Review the employee handbook, engage in conversations to learn the organizational culture, and take advantage of available company online resources for empowerment around handling microaggressions. Be sure to ask thoughtful questions to ensure knowledge of the organization’s approach to accountability when inclusion hiccups occur. Interns/Graduates should feel courageous about amplifying voices to gain support.
- Embrace self-care practices. Be vigilant about the impact of microaggressions on well-being. Prioritize leveraging mental health resources to navigate situations that need assistance.
Read the full article here
