It’s episode 18 of Blended: I’m joined by another amazing panel of guests and we’re talking about workplace discrimination. It’s a sensitive subject: something that a lot of people have actually experienced, but not something we like to talk much about. So, of course, it’s a topic we want to tackle head-on!
Today, our guests will be discussing exactly what discrimination means and why it happens; sharing their own personal experiences; reflecting on the differences between discrimination, micro-aggressions, victimization and bullying; and the panel will be sharing their advice for creating more supportive and inclusive workplaces.
IN THIS EPISODE WE DISCUSS:
[0.33] Introductions to our Blended panelists.
- Dyci – Founder and CEO of New Gen Architects
- Jennifer – Director of Public Information at Citizen Potawatomi Nation
- Miles – Co-founder & CEO of Cargologik
- Brittany – Marketing Director at Interior Design Magazine
[02.40] The group discusses the basics around workplace discrimination: what it means, the reasons that people are discriminated against and how it differs from bullying, harassment, victimization and microaggressions.
“I always look at workplace discrimination as a clear barrier or blockage to a job, an opportunity, or a role, because of, not necessarily the way that someone identifies, but how that person is perceived.” Dyci
[10.28] The panel shares their own personal experiences of workplace discrimination, and the impact of those experiences.
- Dyci’s experience of micro-aggressions
- Disguising bias behind a compliment
- How discrimination changes across industries
- Miles’s experience of victimization
- HR in theory vs HR in practice
- Discrimination in fundraising
- Conscious vs unconscious bias
- Jennifer’s experience of being silenced
- White passing, ownership of culture ad exclusion
- Brittany’s experience of seeing an interview candidate excluded due to disability
- Woman to woman discrimination and competition
- Representation and internalized diversity quotas
“HR is usually treated as an extension of legal… so resolution never seemed like the authentic goal. But now it seems like it is… with a newer movement towards becoming more aware, you can institute an objective third party, mentorship, a safe space, where it’s more a function of culture than legal.” Miles
[52.23] The group shares their suggestions for actionable ideas and insights for our own workplaces.
- Education and ongoing learning
- Creating safe spaces
- Blind applications
- Developing a reporting process that doesn’t involve naming your accuser
- Speaking up and supporting others
- Asking for help, bringing in external expertise
- Building the right culture
- Re-branding HR
“It’s about engaging people in a way that doesn’t feel like just checking a box, it’s about engaging people on every single level, from entry level to C Suite.” Brittany
[1.17.56] The panelists sum up their learnings from today’s discussion.
“It’s also incumbent on each of us to not allow space for discrimination, to call it out whenever we see it, to say ‘there’s no room for that attitude here.’” Jennifer
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