Transcript Overview - Baltimore FEB

Macro-Inequities and Micro-Inequities
“When BIG and Little Things Matter”
Speaker: Terance L. Edwards
Please sit with new or unfamiliar people
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Overview
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Examine definitions and explore concepts surrounding
macro-inequities, micro-inequities, and microaffirmations
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Provide examples of macro-inequities, micro-inequities,
and micro-affirmations
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Explore the impact of socialization on macro-inequities,
micro-inequities, and micro-affirmations
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Explore what we can do to minimize the effects of
macro-inequities and micro-inequities in the workplace
and at home
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Explain your role as an employee in promoting a nondiscriminatory workplace.
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COURTESY EXPECTATIONS
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Interactive Training – We have fun!!
Questions are welcomed
Cell phones off or on vibrate
Use “I” Statements
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Introduction
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Name
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Agency-Organization-Business
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A one word adjective that describes
your personality
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Did You Know?
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Most will experience a micro-inequity today
and not know it.
Most will experience a macro-inequity at least
twice a year.
Most will provide someone today with a microinequity.
Most will have a “light bulb” experience before
this workshop is over.
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Background
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In 1973, while researching racial and gender
exclusion in the workplace, Mary Rowe, Ph.D.
discovered that women and people of color
were bothered by subtle, seemingly harmless
messages of devaluation that kept them from
flourishing. Dr. Rowe coined the terms
“Micro-Inequities and Micro-Affirmations”.
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What Are Micro-Inequities?
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Micro-Inequities refer to the ways in which
persons are “either singled out or overlooked,
ignored, or otherwise discounted”
(Wikipedia).
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They are often terms and sayings used to
infer and denigrate persons who are being
mistreated.
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They are covert in nature, sometimes deeply
rooted, and unconscious at times.
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What Do Micro-Inequities Look Like?
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Small messages of prejudice.
Often subconscious.
Subtle in nature.
Verbal or non-verbal.
Change in voice pitch, volume, or rate.
Change in body posture, hand movements,
and gestures, i.e., fake or forced smile.
Comments about weight and dress.
Comments about a person’s intellect.
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Everyday Micro-Inequities
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Excluding someone from a relevant e-mail.
Excluding someone from an important
meeting.
Neglecting to include someone in an
introduction.
Frequently mispronouncing someone’s
name.
Interrupting someone while they’re
speaking.
Inattention to the speaker in conversation.
Listening with folded arms.
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Eliminating Micro-Inequities
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Identify your micro-inequities.
Explore possible sources of your microinequities.
Consider the potential negative impact in your
workplace.
Address any perceptions of inequities.
Seek feedback on your behavior.
Apply the “Platinum Rule”.
Respect differences and learn about others.
Be clear and respectful in your communications.
Use Micro-Affirmations.
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Eliminating Micro-Inequities (cont)
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Provide positive and constructive feedback
about performance.
Seek clarification.
Avoid taking what is heard at face value.
Seek to understand so as to confirm or
discredit information given about groups.
Be inquisitive (learn about others).
Be generous in judgment of others.
Speak up when something offends you.
Praise for work well done in public.
Use Micro-Affirmations.
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Learn to Communicate
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The most powerful aspect of communication is not
verbal communication but nonverbal. According
to Diversity Inc., it is estimated that most adults
receive and send anywhere between 40 to 150
micro-messages (subtle nonverbal signals) to
each other in an average 10 minute conversation.
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Take the time to “listen” versus “hearing” what is
being said.
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Inequalities vs. Inequities
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An Inequality implies there is some comparison
being made. For example, if your boss provides
constructive feedback to your co-workers, that in and
of itself may not be an inequality. However, if your
boss provides constructive feedback to all your coworkers, but not to you, that might be an inequality.
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An Inequity by contrast is something (that maybe
perceived to be) unfair or unjust under the
circumstances. Thus inequities may occur with only
one person on the scene. (However, it is possible
and even likely that many inequities support or lead
to an unequal environment for people of a given
group, but the two concepts are different.)
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Micro-Affirmations
Dr. Rowe coined the phrase “Micro-Affirmation,” which
is defined as a subtle message that lets an employee
know they are doing well and are expected to succeed.
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Provide clear expectations for performance.
Provide constructive feedback.
Provide opportunities for professional
development.
Be the position example.
Be open to other’s ideas, comments, and
observations.
Share the power.
Praise for work well done in public.
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What Are Macro-Inequities?
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Macro-Inequities are often terms and
photos used to infer and to denigrate
persons who are being mistreated.
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The “In Your Face” comments and
treatment that are hard to ignore and
come from a place of ignorance and
prejudice.
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Examples of Macro-Inequities
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Racial, religious, weight, sexual orientation, gender, age,
or disability slurs.
Stereotyping, sexual orientation, disability, etc.
Television programs that deal with controversial issues
i.e. South Park or Family Guy.
Pictures and images i.e., a burning cross, a hanging
noose, swastika, etc.
Some forms of advertising concerning weight or other
social issues.
Postings of offensive materials on social networks.
Picketing at funerals.
Showing up in cultural costuming.
Wearing and/or use of “Black Face”.
Mimicking a person’s accent.
Note: Some forms of macro-inequities are considered protected speech.
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Everyday Macro-Inequities
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Referring to persons by “them” and “those
people.”
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The use of the “N” word and profanity in daily
conversation.
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Showing images of one race in a negative light in
media.
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Ignoring cultural difference, needs, or sensitivities.
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Discounting a person because of race, religion,
sexual orientation, gender or disability.
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Telling someone to “shut up” etc.
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Impact of Macro & Micro-Inequities
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Frustration
Failure to accommodate (religion or disability)
Distraction from Agency mission
Decreased morale
Lower self-esteem
Reduced productivity
Lack of motivation
Increased turn-over
Liability
Employees begin to mirror the micro-messages
Broad-brush application of stereotypes
Public humiliation
Fractions in society and work
Hostile work/home environments
(source Drop by Drop)
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Eliminating Macro-Inequities
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Identify your own biases.
Explore possible sources of your macro-inequities.
Consider the potential negative impact in your
workplace, community, and on your personal reputation.
Address any perceptions of inequities, i.e., stereotypes.
Speak up and out on the offensive conduct or behavior.
Apply the “Platinum Rule”.
Respect differences and learn about others.
Be clear and respectful in your communications when
voicing your concerns.
Use Micro-Affirmations.
When necessary, confront the responsible source.
(Source: Drop by Drop)
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Group Exercise
“Do Tell”
Let’s divide the room into five groups, as equal as possible. While in
your groups, each participant will be asked to share Macro and Micro
Inequities they personally observed or experienced. Let’s limit our
examples to these categories:
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Sex
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Age
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Religion
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Sexual orientation
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Race
Within your group, share your experiences, then chart a few examples
along with how you dealt with it.
We will reconvene and report out by group in 15 minutes.
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15 minutes
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Inequities vs. Rudeness
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Micro-Inequities have a way of boxing a person
in or creating a less than cultural or working
climate. They are not always conscious
behaviors but are damaging.
Rude behavior occurs during a person’s
interaction with someone or something
(business representatives, movies, television
programs, manager, or co-worker).
Macro-Inequities are done with the purpose to
inflict harm and demonstrate a dislike for a
class of people
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Socialization
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An all encompassing educational
process from which beliefs, values,
attitudes, and goals are acquired
(Appiah, Pg. 179).
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An elaborate process when individuals
become distinctive and actively
functioning members of the society in
which they live. It is the primary method
of learning one’s culture.
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Socialization Influences
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Family
Media
Peers and friends
Teachers and schools
( Anderson, Pg. 86-89)
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M.E.E.T.
Responding to Unprofessional Workplace
and Cultural Behavior
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Make time to discuss.
Explore differences.
Encourage respect.
Take responsibility.
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Does the Shoe Fit?
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“People Pusher” -someone who has the influence to create
a negative or positive working environment. This could be
a bully or a peace broker.
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“People Protector” -someone who stands up for those who
are not able, willing, or feel disenfranchised. They are
normally well versed in policies and procedures.
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“People Pleaser” -someone who is normally the “yes”
person. They don’t question authority and are mostly
submissive.
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“People Pops” -someone who is just hoping not to be
drawn into the fray. They are frozen like popsicles.
Typically, they say nothing and remain under the radar.
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Don’t get your “Ps” crossed
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Personal
Professional
Pain
Pride
Price
What you talking about Terance?
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Don’t get your “Ps” crossed
“When you allow your personal issues to
affect your professional life there is bound
to be pain. When our pride determines our
purpose, there is usually a price to pay.”
Terance Edwards
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INTENT VS. IMPACT
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Never confuse the effect with the cause
Acknowledge the root cause of your bias
and filters
Personal behavior could cause harm to
your CYA (Career and Your Agency)
Seek feedback regarding your
communication style and messaging
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Summary
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Socialization
Micro-Inequities
Macro-Inequities
Intent vs. Impact
Know your “Ps”
Personality Types
Communication
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Questions for me?
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Reference Materials
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Anderson, Margaret L. and Howard F. Taylor,
Sociology: Understanding a Diverse Society.
Appiah, Anthony K. and Amy Gutman, Color
Conscious: The Political Morality of Race.
Armstrong Lisa, Small Slights Big Programs MicroInequities. Working Mothers (February/March 2010)
www.workingmother.com.
Drop by Drop, Coastal Productions.
Hinton, Eric L., Micro Inequities: When Small Slights
Lead to Huge Problems in the Workplace (May 22,
2003) Diversity, Inc.
Dr. Mary Rowe, Ph.D.
Wikipedia
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Presenter Contact Information
“Excellence Through Diversity and Service”
Terance L. Edwards
Senior EEO Program Manager
HQ, Eastern Region & Federal Air Marshal Service
Operations, Analysis, & Consultative Services Branch
Civil Rights Division
Office of Civil Rights, Ombudsman & Traveler Engagement
Phone: (571) 227-2346
Email: [email protected]
Thank you for coming!
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