In the workplace, day-to-day interface among co-workers involves a wide variety of personalities and many different levels of conversation. What happens when those conversations drift toward stereotyping– and in particular, the inconspicuous kind?
Even unconsciously, and without intentional bias, comments made by one employee can offend another because of a fine-line term known as “microaggression.” Most often, these microaggressions stem from assumptions made about a person based on their race, …Continue Reading
ELI’s blog provides a variety of helpful resources that address uncivil behavior and offers ideas for you to consider when cultivating a healthy environment in the workplace. As we kick-off a new year, here’s a countdown of ELI’s Top 5 Blog Posts for 2016:
Recent tragedies in Orlando, Baton Rouge, St. Paul, and Dallas have generated anger, fear, confusion, grief and …Continue Reading
The San Francisco Police Department announced on April 28th that all officers will undergo mandatory implicit bias training. The order stems from its recent investigation of outrageous verbal statements and photographic images shared via online communications by members of the police. As examples, black people were referenced as ‘savages” and Latinos as “beaners”. Other content is even more blatantly derogatory and also targeted members of the LGBT community. Several officers …Continue Reading
Many organizations are beginning to understand the magnitude and importance of dealing with unconscious bias, which raises questions about where it best fits within a corporate training program.
When handled well, unconscious bias training will help employees challenge their assumptions so they can objectively make decisions that are in the best interest of the company. Handled poorly, it can be perceived as judgmental or controlling, and lead to an overwhelming …Continue Reading