We’re thrilled to announce the third season of HR Labs, a podcast that explores how to create a better employee experience for all of your people. This season is hosted by Cornerstone’s Chief Learning Officer and VP of Organizational Effectiveness Jeff Miller and Chief Diversity Officer Duane La Bom. Through conversations with change-makers, activists, executives and experts, they’ll explore strategies for taking diversity, equity, inclusion and belonging (DEIB) initiatives from intention to action. Subscribe on Apple Podcasts, Spotify or wherever you listen.
Motivated by the social justice movements of the past summer, workplaces in the U.S. are reprioritizing and conversations about race, equality, diversity and inclusion. For Dr. Ella Washington, an organizational psychologist, professor at Georgetown University’s McDonough School of Business and founder of DEI strategy and consulting agency Ellavate Solutions, these conversations are her life’s work.
On this week’s episode of HR Labs, Duane sat down with Dr. Washington to discuss strategies for companies to truly drive change around DEIB in the workplace. Dr. Washington said that while she’s encouraged by the number of organizations genuinely leaning into these conversations, there’s still work to be done—and addressing microaggressions is one key area for improvement.
Microaggressions in the Workplace
Microaggressions are incidents in which someone makes an offensive statement or asks an insensitive question, whether accidentally or on purpose. ’I don’t see color’ or ’You’re so articulate’ are a few examples Dr. Washington says are common in the workplace.
"Microaggressions are these small things that happen everyday, and people need support in how to deal with them," she said.
In addition to discussing other examples, Duane and Dr. Washington also explored actionable strategies for employees and employers alike to appropriately respond to microaggressions. Dr. Washington said the goal isn’t necessarily to eliminate microaggressions from the workplace—but instead, to build a culture where addressing them is the norm.
"Even if you talk about these topics all day every day like I do, you still always have something to learn," said Dr. Washington. Microaggressions might not be eliminated, but employees, leadership and HR teams all have a role to play in making sure victims of microaggressions feel empowered to respond.
Subscribe to HR Labs and never miss a conversation about strategies for seeing real impact from your DEI&B efforts. Check back with us on March 3 to hear Jeff’s conversation with fair pay icon Lilly Ledbetter.
Related Resources
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
Blog Post
The Equity Advantage: Why equity matters
In my last article, I unpacked Cornerstone's first DEIB Principle: DEIB is good for everyone, highlighting the story of Ed Roberts, a pioneer for disability inclusion. His work resulted in onramps on public sidewalks at all intersections, enabling the inclusion of those with mobility challenges in public spaces. Just as these onramps created equity and inclusion for people with wheelchairs, organizations must ensure that their talent processes, and the decision-makers who run those processes, create 'onramps' for marginalized people whose talent, aspiration and opportunity are too often 'curbed' by the systemic barriers inherent in our society and organizations.
Blog Post
The Equity Advantage: Cornerstone’s equity-first approach to DEIB
In July, SHRM announced they are dropping ‘equity’ from their inclusion and diversity framework, citing polarization and misunderstanding about the term. The move ignited a robust dialogue amongst HR professionals about the future of DEIB efforts.
Article
The Equity Advantage: Why DEIB succeeds and fails
Have you ever heard the proverb “May you live in interesting times?” On its face, it reads as a blessing, but the irony is that living in interesting times can feel more like a burden. We certainly are living in interesting times – a time where the world order as we know it feels imperiled, the future of humanity is at risk due to climate change, fact and fiction are harder than ever to distinguish due to social media, polarization seems to force more and more of us into our own echo-chambers, and workforces and workplaces are changing rapidly due to AI, automation, and societal shifts.