When asked to define “obscenity,” Supreme Court Justice Potter Stewart famously said, “I know it when I see it.” If you’re on the receiving end of a microaggression, you know it, too. Microaggressions are verbal, behavioral, or environmental slights, sometimes overt, sometimes unintentional, directed at persons of different genders, races, beliefs, or cultures.
The acronym “DEIA” signals something bigger than its component words. So, a solid grounding in the words, apart from one another and together, is the first step in creating a culture which uplifts and empowers every member of a community.
What does belonging look like in the workplace? How do you know if employees feel valued and included? And what if they don’t? How do you begin to combat disconnection—especially in the workplace where its effects may result in the loss of top talent? It begins with belonging.
Allyship is not about having a scripted apology in the wake of biased or racist behavior. Rather it is a philosophy, one that is agile, active, and ongoing, a practice that requires commitment, engagement, rigor—and creativity.
