Speak Up if You Hear a Microaggression
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Tip
As a manager, you have a unique opportunity — and responsibility — to be a role model in building an inclusive workplace.
This means recognizing and mitigating potential harmful behaviors in yourself, and in your team members. One example is speaking up if you hear or see something inappropriate, especially a microaggression, such as interrupting, taking up airtime, dismissing or taking credit for someone else’s ideas, diminishing someone’s experience, stereotyping, or using problematic language. While these behaviors are often unintentional, it’s important to call them out.
When they come up, be sure to pause and name what’s just happened. For example, if someone uses an outdated or problematic word to describe a group of people, you might say: “I just want to take a moment here. It’s really important to focus on the language we use to describe people, and XYZ is a problematic term.” Your goal should be to educate people rather than shame them (which is less likely to result in change).
You can follow up with the individual after the incident to discuss in private and point them to helpful learning resources, offering to continue the conversation if they’d find it helpful.
Translations
🇨🇳 如果你听到微冒犯，就大声说出来
作为一名经理，你有独特的机会和责任，成为建立一个包容的工作环境的榜样。
这意味着认识到并减轻自己和团队成员中潜在的有害行为。举个例子，如果你听到或看到一些不恰当的事情，特别是微弱的攻击性，比如打断、占用播出时间、否定或接受别人的想法、贬低某人的经验、刻板印象或使用有问题的语言。 虽然这些行为通常是无意的，但是把它们说出来很重要。
当他们出现时，一定要停下来说出刚才发生了什么。 例如，如果有人用一个过时的或有问题的词来描述一群人，你可能会说：“我只想在这里花一点时间。 关注我们用来描述人的语言非常重要，而 XYZ 是一个有问题的术语。” 你的目标应该是教育人们,而不是羞辱他们（这不太可能导致变化）。
你可以在事件发生后继续与对方进行私下讨论，并向他们指出有帮助的学习资源，如果他们觉得有帮助的话，可以提供继续对话的机会。
